Global Reskilling Movement

Brand Representation: Act as the primary brand ambassador, embodying the company's values and mission across the nation.

Relationship Building: Cultivate and maintain strong relationships with key stakeholders, clients, and partners to enhance brand visibility and credibility nationwide.

Event Coordination: Plan and execute impactful promotional events and activations in various regions to drive brand awareness and customer engagement.

Educational Outreach: Conduct informative workshops and presentations to educate diverse audiences about our products, services, and industry trends.

Ambassador

ReSkills

Brand Integration Mastery: Seamlessly integrate the core values and essence of the organization's brand into all facets of training programs, ensuring a consistent and impactful brand experience.

Brand Ambassador Empowerment: Empower team members to embody the organization's brand identity through comprehensive training, enabling them to authentically represent the brand and enhance brand awareness.

Elevated Training Experience: Elevate the training experience by incorporating innovative methods and interactive elements that showcase the organization's brand personality, leaving a lasting impression on participants.

Brand Perception Management: Proactively manage and shape the perception of the organization's brand among stakeholders, utilizing feedback and insights to refine strategies and uphold a positive brand image.

Corporate Coach

HRD Corp - Human Resource Development Corporation

Designing and delivering customized training programs: Develop tailored training sessions and workshops to address specific organizational needs, ensuring alignment with strategic objectives and employee development goals.Facilitating engaging learning experiences: 

Utilize various instructional techniques and interactive activities to foster an inclusive learning environment, promote knowledge retention, and enhance participant engagement.

Assessing training needs and evaluating effectiveness: Conduct thorough training needs assessments to identify skill gaps and learning priorities within the organization. Evaluate training outcomes and solicit feedback to continuously improve program effectiveness.

Providing coaching and support: Offer one-on-one coaching and mentoring to employees, empowering them to achieve their professional development objectives and overcome performance challenges.

Staying current with industry trends and best practices: Stay abreast of emerging trends, methodologies, and technologies in training and development. Incorporate innovative approaches to enhance training delivery and maximize learning outcomes. Highlighting these responsibilities will demonstrate your expertise in designing, delivering, and evaluating effective training programs while emphasizing your commitment to driving employee development and organizational success.

Corporate Trainer

Virtual Assistance Asia

Strategic Leadership: Providing visionary leadership to drive company strategy, resulting in sustained growth and market relevance.

Team Building & Culture: Building and nurturing a high-performing team, fostering a culture of collaboration and excellence.

Business Growth & Financial Success: Overseeing successful business development, resulting in consistent revenue growth and sound financial management.

Founder & CEO

MalaysiaNow

Content Strategy and Planning: Develop and implement a comprehensive social media content strategy aligned with the organization's editorial calendar and audience preferences. Coordinate with editorial and marketing teams to ensure timely and relevant content distribution across platforms.

Community Engagement and Growth: Cultivate and engage with the platform's social media community by responding to comments, messages, and inquiries promptly. Foster meaningful interactions, address audience feedback, and actively seek opportunities to grow the platform's follower base and enhance brand visibility.

Performance Monitoring and Analytics: Monitor social media performance metrics using analytics tools to track key performance indicators (KPIs) such as reach, engagement, and conversion. Analyze data insights to optimize content strategy, identify trends, and make data-driven decisions to drive audience engagement and traffic growth.

Campaign Management and Execution: Plan and execute social media campaigns to promote editorial content, special features, and events. Collaborate with cross-functional teams to develop compelling campaign messaging, creatives, and calls-to-action that resonate with the target audience and drive user engagement and traffic to the platform.

Stay Updated on Trends and Best Practices: Stay abreast of social media trends, algorithm changes, and best practices in digital media and journalism. Continuously research and experiment with new social media features, formats, and strategies to stay ahead of the curve and maximize the platform's reach and impact.Highlighting these responsibilities will demonstrate your proficiency in driving social media growth, engagement, and brand awareness for an online news media platform, showcasing your expertise in content strategy, community management, analytics, and campaign execution.

Social Media Manager

SEEK

Conducted thorough market research on a portfolio of Australian-based companies.

Analyzed and categorized the active and suspended status of identified companies.

Market Research and Data Entry 

Agile Management Consultancy

Directed the strategic direction and operational management of our digital marketing department, including overseeing our marketing database, email campaigns, and display advertising initiatives.

Developed and implemented comprehensive social media platform management strategies.

Assessed key metrics influencing website traffic, service quotas, and target audience engagement to inform decision-making and optimize performance.

Digital Strategist | Business Development

VEECORP

• Develop, plan, and manage every aspect of our business page
• Consult on social media tactics and aspects

Inspiring Learning

Strategize new social media campaigns and initiatives. Primary duties may involve writing social media posts, producing content, analyzing data, scheduling posts and running paid advertisements.

Social Media Specialist

TAPRO Recruitment & Training Agency

I pen things that speak to me 📝—— I Help You Get Noticed | Build Personal Brands On Social Media, Globally 📈| Manage Business Profiles, Pages | Social Media Manager | Virtual Assistant 👩🏻‍💻

Pravena K
Founder & CEO, Virtual Assistance Asia | Image Building Trainer & Coach | Keynote Speaker

Welcome to Pravena K's LinkedIn profile. With a journey that spans from freelance work to founding Virtual Assistance Asia, Pravena K is committed to supporting businesses in navigating the digital landscape.

At Virtual Assistance Asia, Pravena K and her team strive to provide exceptional virtual assistance services tailored to each client's unique needs. With a focus on delivering results beyond expectations, they have established themselves as trusted partners in their clients' success.

Pravena K is passionate about empowering individuals and businesses to build strong brands. Through personalized coaching and training sessions, she shares practical insights and strategies to help clients elevate their brand presence and achieve their goals.

As a respected authority in entrepreneurship and corporate realm, Pravena K has had the privilege of speaking at various events worldwide. Her engaging keynote presentations inspire audiences to embrace innovation and seize opportunities in today's rapidly evolving business landscape.

If you're looking for strategic guidance to enhance your business or seeking to strengthen your brand-building skills, Pravena K invites you to connect. Together, you can explore how Virtual Assistance Asia and her coaching services can support your objectives with professionalism and humility.

Thank you for visiting Pravena K's profile.

PRAVENA K

November dragged me in every direction — and honestly, I let it.

This month wasn’t graceful.
It wasn’t smooth.
It wasn’t “productive” in the influencer way.

It was real.

Some days I was on a stage teaching teams how to future-proof their workflows.
Other days I was staring at my screen wondering why certain people or situations shook me harder than they should.

I met incredible people.
I dealt with nonsense too.
And in between, I was just trying to hold my own energy together long enough to get through what the calendar demanded.

Let me be blunt:

• Some conversations drained me more than the work itself.
• Some “opportunities” felt like tests of patience, not progress.
• Some feedback stayed in my head longer than necessary.
• Some days I questioned if people truly understand the work I do — or just the version they want to see.
• Some moments reminded me that not everyone claps for you with clean intentions.

And yet — the quiet parts saved the month.

A warm message from a stranger.
A client who actually listens.
A random conversation that felt human.
A small win that no one else noticed but meant something to me.
A reminder that not everything needs to be fast, big, or loud to be valid.

If November taught me anything, it’s this:

You can be exhausted and still show up.
You can be doubting yourself and still deliver.
You can be learning and unlearning at the same time.
You can be misunderstood and still move forward.

Growth isn’t pretty.
Sometimes it feels like you’re rebuilding yourself after every meeting, every decision, every interaction.

But I’ll take this version of growth over performance any day.

December is coming — but I’m not rushing into it.
I’m ending November exactly as it was:
messy, honest, heavy in some places, grounding in others…
and real.

PRAVENA K

No alternative text description for this image

Day 1 of the 28th AVAR Cybersecurity Conference 2025 at Hotel InterContinental, Kuala Lumpur, brought together a diverse ecosystem of security leaders, researchers, policymakers, and industry practitioners to explore how ASEAN can strengthen digital resilience in a rapidly evolving threat landscape.


The theme, “Shifting Power in Cyber Defence”, felt particularly relevant in a region where digital acceleration, governance maturity, and capability gaps often move at different speeds.


The first keynote by Dato'​ Dr Amirudin Abdul Wahab, CEO of CyberSecurity Malaysia immediately set a strategic tone. I found myself drawn into a narrative that was less about threats and more about capacity, trust, and national competitiveness.


Three points stood out:

1️⃣ Cybersecurity must be treated as national infrastructure.
Malaysia’s evolving policy environment — including the Cyber Security Act 2024 and forthcoming Online Safety Bill — reflects a shift toward systemic, secure digital growth rather than reactive regulation.

2️⃣ Capability building has to outrun the threat curve.
The SiberKASA framework highlights investment not just in tools, but in people, ethics, forensics, talent development, and product assurance — building capability from the inside out.

3️⃣ Cybersecurity is now a regional economic strategy, not just a risk function.
The ASEAN Digital Masterplan 2025 positions cyber resilience as foundational to smart cities, interoperability, economic mobility, and innovation.


The keynote also reinforced an adaptive mindset:
Predict → Prevent → Detect → Respond
Not as a technical sequence, but as a continuous operating model that must be embedded institutionally.


What resonated most was the acknowledgement that digitalisation without governance creates systemic risk and that cybersecurity, AI ethics, talent pipelines, and policy are now inseparable components of national progress.


Malaysia is not just adopting frameworks—it’s signalling intent to build resilience, capability, and trust into the digital economy.


Appreciation to Coach Balasubramanian Jayaraman for the invitation and for creating room for discussions that connect technology strategy with leadership and institutional capacity.


Kudos as well to Kesavardhanan Jayaraman, CEO of AVAR Asia, for a thoughtful welcome address that grounded the conference in purpose and urgency — and to Righard Zwienenberg, Chairman of AVAR Asia, for officially opening the event and setting the strategic context for the conversations ahead.


Looking forward to the sessions ahead and to seeing how ASEAN operationalises resilience in a future defined by intelligence, automation, and interdependence.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#CyberSecurity #DigitalTransformation #AI #RiskManagement #CyberDefense #DataProtection #TechLeadership #FutureOfSecurity

People love telling us:
“You’re lucky you run your own thing — must be nice to control everything.”


I hear this all the time.


From friends, family, acquaintances.
As if being a business owner automatically means freedom, stability, and confidence on demand.


The truth feels very different on the inside.


Running a business means waking up every day to realities you can’t outsource:
quiet months, 
unanswered proposals, 
clients who change their mind after weeks of work, 
and moments where you’re suddenly questioning whether your value is obvious or invisible.


And it’s not just business owners who feel this.


1️⃣ Employees who are carrying three roles because headcount “will be approved soon.”

2️⃣ Jobseekers who keep hearing, “You’re great, but we’re going another direction.”

3️⃣ Freelancers who chase invoices that are due “tomorrow” for three weeks.


We all manage rejection — just in different currencies:
time, confidence, identity, security.


Some days you’re resilient.
Some days you’re Googling “jobs in another industry” at 3am just to check your options.


And most of us don’t talk about it because the world rewards the highlight reel — not the days where nothing worked, no one replied, and you’re convincing yourself to try again tomorrow.


I don’t have a motivational takeaway here.


Just a reminder that if you’re feeling stretched, uncertain, a bit bruised by life or work — you’re not failing.
You’re just doing something real.


Keep going, even when it feels stupid to care this much.


PRAVENA K

December starts with one hard question:
“What is the truth I’ve been avoiding all year?”


Because whether you run a business, sit in a corporate role, juggle freelancing, or are still figuring out your next move —
December is the month that stops pretending.


It exposes everything we’ve been delaying:

• the clients we shouldn’t renew
• the invoices we regret chasing
• the people who drain us
• the skills we outgrew
• the goals we set only for visibility
• the routines we broke but never fixed
• the pressure we kept calling “progress”


And for business owners especially — December hits different.
It’s the month where cash flow, boundaries, burnout, and branding collide in one tight window and force you to answer uncomfortable questions:

1️⃣ What needs to be automated?
2️⃣ What needs to be delegated?
3️⃣ What needs to be priced properly?
4️⃣ Who no longer aligns with the work you’re trying to build?
5️⃣ What part of your business grew — and what part of you didn’t?


It’s not a celebration month.
It’s a governance month — financial, operational, emotional.


A month that reminds you—myself too:

You can’t carry every mistake into the next year.
You can’t keep every client.
You can’t keep running at a pace your mind and body can’t sustain.
And you definitely can’t enter 2026 with systems you already know are hurting you.


December is a filter.
Whatever passes through — stays.
Whatever doesn’t — that’s your closure.


So before you talk about “2026 goals,”
start with this one question:

“What truth am I finally ready to face?”


That answer will shape your entire next year.


Happy December, #LinkedInFam! 


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#DecemberReset #BusinessReality #FounderLife #HumanPlusAI #GrowthMindset #PersonalGovernance #OperationalExcellence #ProfessionalGrowth #WorkforceReadiness #EntrepreneurJourney #CareerReflections #RealTalk

At the 28th AVAR Cybersecurity Conference 2025 in Kuala Lumpur, the second keynote of the morning by Tanvinder Singh, Director of Cyber Security & Privacy at PwC, shifted the discussion from national strategy to the technological frontier — specifically, the disruptive risk landscape emerging in a post-quantum world.


Quantum computing isn’t just a performance milestone; it’s a paradigm shift with the power to break current cryptographic fundamentals, rendering today’s security models obsolete.


Four immediate risks stood out:

1️⃣ Harvest Now, Decrypt Later
Threat actors are already accumulating encrypted data — not to use today, but to decrypt when quantum capabilities mature.
This turns time into a risk multiplier.

2️⃣ Secure Channel Decryption
Once quantum computing reaches operational scale, encrypted network communications could be broken retroactively — exposing sensitive intelligence, IP, and national assets.

3️⃣ Signature Impersonation
The ability to forge digital certificates or impersonate identities creates immense attack surfaces across financial, governmental, and consumer systems.

4️⃣ New “Zero-Day” Vulnerabilities
Quantum algorithms will generate unknown vulnerabilities, creating a new class of attacks and transition challenges for organisations unprepared for quantum-resistant cryptography.


This wasn’t presented as fearmongering; it was a reminder that the timeline for preparedness is shorter than the timeline for innovation.


The message to leaders was clear:
- If quantum risk becomes mainstream faster than organisational capability, security debt will become existential debt.
- Investing in post-quantum cryptography, secure-by-design architectures, and talent readiness isn’t optional — it’s strategic continuity planning.


What I appreciated most was the framing of cybersecurity not as a defensive cost centre, but as an anticipatory discipline that must evolve ahead of computation, not behind it.


Because when the threat landscape transforms at the physics level, 
business continuity, national security, and trust are on a countdown clock.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#CyberSecurity #QuantumComputing #PostQuantumSecurity #CyberRiskManagement #DigitalTrust #CyberDefense #TechLeadership #FutureOfSecurity

AI is not just reshaping jobs—it’s reshaping what it means to learn, adapt, and stay employable.


Education systems built for industrial-era stability are now confronting a reality where cognitive tasks are automated, skills expire faster, and economic participation requires continuous reinvention.


The new issue of Human+AI Edge examines how AI is transforming education and workforce policy — not as separate domains, but as interconnected systems governing capability, equity, and national competitiveness.


Issue #10: "AI in Education & Workforce Policy: Rewiring Learning for the Human+AI Era."


Inside this long-form, research-driven edition:
1️⃣ How AI is shifting education from knowledge transfer to capability cultivation
2️⃣ Why lifelong learning is becoming national infrastructure
3️⃣ The rise of AI-enabled platforms — Coursera AI Campus, LinkedIn Learning Hub, Skillsoft Percipio — as population-scale capability systems
4️⃣ Policy shifts toward competency frameworks, micro-credentialing, and adult upskilling
5️⃣ Ethical risks in algorithmic education — surveillance, bias, and automated gatekeeping
6️⃣ How societies can build adaptive, ethical, technologically fluent citizens, not just skilled workers


This edition frames AI not as a tool to “optimise learning”, but as a force that redefines the purpose and structure of learning itself.


If your work intersects with education, workforce development, public policy, L&D, or digital transformation, this is a timely and critical read.


👉🏾 Subscribe to Human+AI Edge and read Issue #10 now.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#EducationPolicy #FutureOfWork #WorkforceDevelopment #LearningEcosystems #EdTech #AIinEducation #LifelongLearning #DigitalTransformation #HumanAI #CapabilityBuilding #PolicyInnovation

Abstract The rapid integration of artificial intelligence into economic and institutional systems has accelerated a structural shift in how societies 

Open article: AI in Education & Workforce Policy: Rewiring Learning for the Human+AI Era by PRAVENA K • 5 min read

AI in Education & Workforce Policy: Rewiring Learning for the Human+AI Era

We talk so much about “career readiness,” but most students are graduating into a labour market that rewards visibility, articulation, and strategic positioning — not just paper qualifications.


And in a Human+AI economy, two realities are becoming obvious:
• Skills don’t matter if no one can see them.
• Talent doesn’t translate into opportunity without narrative.


This isn’t about “posting on LinkedIn.”
This is about building digital credibility, signalling competence, and communicating value in a crowded market.


This week, I’ll be working with students from Universiti Kuala Lumpur (UniKL) through two sessions hosted by the UBIS Islamic Finance Club & Student Representative Committee (SRC), with support from MARA Corporation and UniKL Business School.  

Across both days, we’re going beyond the aesthetics and templates of “personal branding” to work on:

1️⃣ Translating experience into professional language
2️⃣ Using resumes as strategic positioning tools
3️⃣ Designing profiles for searchability, trust, and opportunity
4️⃣ Building meaningful relationships — not random ‘connections’


Not the Pinterest version of branding.
Not the motivational take on confidence.
But the strategic, career-shaping version that builds long-term leverage.


Because the truth is simple:
Most students don’t struggle with potential — they struggle with visibility, articulation, and direction.


If this work helps even a small number of young professionals feel seen, equipped, and confident navigating the Human+AI environment, then it’s worth showing up for.


Looking forward to two days of grounded conversation, skill-building, and practical transformation.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#CareerStrategy #HumanPlusAI #GraduateEmployability #LinkedInStrategy #ResumeWriting #YouthDevelopment #FutureOfWork

I’ve been thinking a lot about why workplaces feel heavy lately — even in teams filled with smart, capable people who genuinely want to do well.


And it’s not because people are lazy, unmotivated, or “resistant to change.”
Most people are actually trying harder than ever.
But they’re trying inside systems that are evolving faster than they can realistically absorb.


Three things keep showing up in conversations:

1️⃣ Roles keep expanding without space to grow into them

People are asked to manage new tools, new expectations, Human+AI workflows — and somehow still keep up with everything they were doing before.

And when someone struggles, it gets interpreted as a personal weakness, when really it’s a bandwidth problem.


2️⃣ Collaboration depends on goodwill, not infrastructure

Teams are told to “work together,” but the incentives, priorities and reporting structures are still siloed.

So people default to self-protection, not because they don’t care — but because nobody wants to carry responsibility without authority.


3️⃣ Human+AI is added as a solution, but workflows stay the same

Technology is introduced like a quick fix, without redesigning how work actually flows.
The result?

People end up doing double work — the original task, plus the tech layer — plus troubleshooting when it breaks.

And then we call it “resistance” when adoption is slow.


What looks like poor performance is often just poor architecture.
People don’t shut down because they’re incapable — they shut down because the environment is unsustainable.


And I think we underestimate how much confidence erosion happens quietly.
How many high performers start doubting themselves.
How many people go home feeling like they’re failing in a game they didn’t design.


For anyone leading teams, building culture, or shaping systems — the real work isn’t squeezing more output from people.


It’s asking much harder questions, like:

⁉️ What’s actually getting in the way of people doing great work?

⁉️ What are we expecting without enabling?

⁉️ What workloads have become “normal” that shouldn’t be?


Because genuine transformation won’t come from pressure or deadlines.
It comes from capability, clarity, aligned incentives — and Human+AI systems that reduce friction, not multiply it.


People don’t need pep talks;
they need environments that make performance possible.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#HumanPlusAI #WorkforceTransformation #OrganisationalDesign #FutureOfWork #WorkplaceCulture #CapabilityBuilding #EmployeeExperience #OperationalExcellence

One of the most compelling sessions at the 28th AVAR Cybersecurity Conference 2025 in Kuala Lumpur came from Righard Zwienenberg (Senior Research Fellow, ESET) and Eddy Willems (Independent Security Evangelist, WAVCi) — who tackled a topic that is both old and brand new: social engineering in an AI-driven world.


Their framing wasn’t about phishing emails or sloppy passwords.
It was about manipulation, psychology, and influence at scale — using technology not just to breach systems, but to hack human behaviour.


Three big insights stood out:

1️⃣ Attackers don’t need code when they control context.
Social engineering bypasses firewalls, encryption, and policy by compromising the one asset no organisation can patch: human decision-making.
Influence > access.

2️⃣ Technology is amplifying manipulation, not eliminating it.
AI-powered voice impersonation, deepfakes, malicious automation, and “clickfix” mechanisms are collapsing the cost, effort, and skill required to deceive at scale.

3️⃣ Identity is becoming a critical attack surface.
When AI can mimic a voice, forge a signature, or generate a “trusted” identity, verification as we know it becomes obsolete.
The next frontier of security is authenticity, not authentication.


The session also raised a provocative idea:

Cybersecurity isn’t just technical risk — it’s socio-political risk.


Because actors exploiting human blind spots don’t just target individuals —
they target institutions, public trust, and social order.


And while we are accelerating digital transformation, the human brain still runs on prehistoric hardware — vulnerable to persuasion, fear, incentive, and urgency.


The uncomfortable conclusion;

Our systems are evolving faster than our psychology — and attackers know it.


Which means security strategies have to move beyond tools and protocols to address:

• behavioural design
• cognitive biases
• organisational culture
• education and awareness
• leadership accountability


Not to “teach people not to click links,”
but to build teams who can recognise, resist, and report manipulation in real time.


This isn’t a technical problem.
It’s a human performance problem.


And in 2025, security is as much about people readiness as it is about threat detection.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#CyberSecurity #SocialEngineering #RiskManagement #SecurityAwareness #DigitalTrust #CyberDefense #FutureOfWork

2025 wasn’t a year of posting —
it was a year of building intellectual equity, shaping narratives, and earning attention through substance, not spectacle.


The recent Favikon Creator Rewind 2025 dropped some data points that put this into perspective — not as vanity metrics, but as indicators of strategic momentum:

Top 10% creator worldwide
+11,300 new followers
Ranked #2 in Startups & Entrepreneurship 🇲🇾 
Market value: $667 per sponsored post
Brand safety score: 9/10
Recognized for a tone that is; bold, candid, authoritative, empowering


These numbers aren’t a product of virality.
They’re the byproduct of treating content as leadership infrastructure — a vehicle for influence, not attention.


Across 340 posts, the work was not to entertain algorithms but to challenge norms:
burnout culture, psychological safety, toxic leadership, invisible labour, and the economics of workplace identity.


And audiences didn’t show up because the content was “motivational”.
They showed up because the industry is starved for honesty, clarity, and courage.


The truth is uncomfortable but obvious:

Influence is no longer given to titles —
it’s earned through voices that refuse to dilute conviction for comfort.


Creators who win next year won’t be the most likeable or the most optimised for reach.
They’ll be the ones building trust, perspective, and resonance at scale.


If you’re serious about 2026, stop chasing attention.
Attention doesn’t build businesses — trust does.


Build systems of value.
Say things that cost something.
And stop expecting the market to reward neutrality.


Appreciation to Favikon for highlighting this evolution and spotlighting creators who are moving the needle with intent, not noise. Recognition matters because it reflects progress — not ego.


The work continues — louder, braver, and far more intentional.


🔔 Let's connect, PRAVENA K, for more on Virtual Assistance, Personal Branding and Leadership!
#FavikonRewind #ThoughtLeadership #CreatorEconomy #FutureOfWork #BrandStrategy #CorporateCulture #2025Review

Pravena K's Favikon Creator Rewind 2025

Growth & Leadership Solutions

Leadership Coach, Facilitator, and Motivational Speaker

Coaching and Training

Coach, Facilitator, and Trainer

Sirius Support

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.

• Lead all coaching and mentoring initiatives across functions for all leaders and employees. Areas include creating safe spaces, leadership, high performance, career, personal development, motivation, and wellbeing.

• Help design and implement company policies that promote an inclusive, diverse, and safe work environment.

• Bridge employer and employee relations by addressing employee's requests and grievances in a timely manner.

• Manage the recruitment, selection, and onboarding process.

• Support and suggest improvements to the entire recruitment process.

• Discuss employees’ career development paths with managers.

• Monitor HR metrics (e.g. performance trends, turnover rates).

• Organise learning and development as well as employee wellbeing initiatives.

Head of People Experience & Coaching

Taylor's Education Group

• Reinforce development of employees to support their career evolution and make available resources matching with business needs.

• Ensure proper roll-out and or implementation of Group policies related to Talent Management, with attention given to diversity and gender equality.

• Responsible for data integrity in HR systems (in the area of Talent Management).

• Conduct individual career talks with employees.

• Prepare and follow-up on individual development action plans.

• Follow up on actions taken at entity, regional, and Group levels.

• Act as a consultant to management for all subjects related to Talent Management.

• Participate actively for identification of Talents on People Reviews and Development Committee.

• Along with management, evaluate the potential areas of employees for their Career Development.

• Propose possible matches between key profiles and key positions including Succession Planning.

• Facilitate the definition and execution of Succession Planning within the entity and Group levels.

• Participate in HR processes for employee Onboarding and Offboarding as well as Performance Management.

Talent Manager, Group Human Resources

• Develop and deliver the APAC people development strategy ensuring alignment to global and regional business goals.

• Own, develop, manage, evaluate and continually improve the Talent Management process and outputs (people review, succession planning, secondments, placements and development) on behalf of the region.

• APAC Head on global/regional development and leadership programmes, with excellent training, presentation, and communication skills.

• Continuously review and ensure consistent delivery of an impactful employee induction and on-boarding programme, including digital/online learning.

• Stakeholder Engagement - work closely with Group People Development and Country HR leads to ensure BSI Leadership Behaviours and global leadership programmes are embedded in the region.

• Identify regional wide learning and development needs, develop, and implement flexible learning plans across the region from the needs analysis to support retention, wider people and career development.

• Provide organisational development solutions for the region or specific countries as required to deliver change initiatives or support business strategy. 

• Report against key people development metrics including succession planning, mobility, and performance.

• Monitor, review, and present reports on annual performance development review outputs and ensure regional and global development initiatives align to development plans.

• Remain closely connected and aligned to the business through regular engagement with key stakeholders to ensure all plans and solutions are fit for purpose.

Asia Pacific Head of People Development

Sutherland Global Services

• Offer support, boost engagement, and inspire positive attitude; promote internal programmes.

• Establish and execute HR strategies to address challenges with performance and employee retention and engagement.

• Measure and monitor existing policies and procedures.

• Create sustainable solutions to individual employee challenges.

Lead - Talent Strategies Group, Malaysia

• COPC certified.

• Manage all training processes and activities for all accounts.

• Manage 17 training personnel for the site, including performance management, goal setting, performance improvement and hiring.

• Lead all training needs analysis activities and act on findings to improve programme performances.

• Conduct training for employees, prepare quality and process improvement initiatives, as and when required.

• Manage relationships with business partners, Clients, and process owners (internal and external) through constant communication and interactions.

Site Training Lead - Malaysia

• Assist in ensuring that trainers and training deliveries are delivered on time, and are achieving the quality output based on the project plan/agreement during respective migrations.

• Identify, develop, and implement Contact Centre related training and quality processes and procedures that create efficiency for the organisation, Clients, and business partners.

• Support the Management Team in providing the information that can be used for decision making through management reports.

• Attend to the resolution of escalated issues and lead the recovery process.

• Work with business partners in assessing the development needs, performance gap analysis, design, and implement learning programmes.

• Conduct training for employees, coaching for new hires, prepare quality and process improvement initiatives, as and when required.

• Manage relationships with business partners, Clients, and process owners (internal and external) through constant communication and interactions.

• Participate in various developmental and customer service training.

• Participate in employee engagement activities.

Senior Trainer (Contact Centre/Customer Service) at AIG Shared Services (M) Sdn Bhd

• Create and develop process training modules.

• Create and develop customer service training modules.

• Deliver client country insurance industry and training.

• Structure training programmes, and conduct training and certification assessments/exams.

• Maintain and update Standard Operating Procedures, process maps and training manuals.

• Identify training gaps in consultation with Operations division leadership.

• Formalise and deliver refresher training to address gaps.

• Attend client calibrations, attend process/quality reviews, identify process level gaps, analyse root cause of complaints and implement Training Need Analysis (TNA).

• Provide onsite training migration support.

• Maintain Knowledge Learning Centre and use modern aids to deliver training.

• Coordinate training logistics.

• Initiate and lead process improvements and quality management plans.

• Prepare quality and process improvement initiatives, as and when required by management.

• Participate in various developmental training. 

• Engage in initiatives/projects that meet the company's mission, values and core values.

• Establish and manage relationships with business partners and process owners through 
consistent communication and interactions (internal and external). 

• Receive and analyse customer input, and develop action plans for improvements based on the input.

• Serve as a first point of contact for any engagement relating to customer service training, process training and quality management.

• Participate in employee engagement activities.

Trainer (South Africa, Australia) at AIG Shared Services (M) Sdn Bhd

Team Leader (Singapore Customer Services Group) at AIG Shared Services (M) Sdn Bhd

Hi there!

I'm Chevonne Hassan, an international leadership coach and facilitator and mental health advocate who transitioned from corporate leadership to my present role as a Global Leadership Coach, Facilitator, Mentor, and Speaker. I'm also a co-author of an e-book on coaching, The FLOW5 C.O.A.C.H Process.

I'm passionate about cultivating leadership, inspiring personal growth, promoting inclusion and diversity, and advocating for mental health in the workplace.

I partner with multinational organisations and individuals who share my values of courage, integrity, respect, connection, service, and growth. My mission is to create safe spaces and help you become the best leader you can be in your industry. I’ve facilitated coaching sessions and led workshops extensively with contact centres, industry associations, and multinational organisations in 25 countries, developing courage, resilience, and people-centred impact in leadership teams.

I draw from my lived experience and from over two decades in corporate leadership and training to inspire leadership teams to achieve a sense of purpose and self-confidence.

Let's connect and explore if we're the right fit to co-create your goals together. Check out the LinkedIn recommendations at the bottom of my profile page and let's chat!

Your Courage Coach,
Chevonne Hassan

Chevonne Hassan - Courage Coach

🌻 Another Trip Around the Sun — and Some Life Lessons Along the Way

- - -

Saturday, 1st November 2025 — a birthday I’ll remember for a long time. 🎂🥳💛

It was filled with love, surprises, laughter, and the kind of presence that reminds you how precious time really is.

As I get older, I’m realising that growing wiser isn’t about having all the answers. It’s about learning to appreciate what (and who) truly matters.

Here are several reflections this year gifted me:

✨ Time is precious — spend it with those you love, and never take it for granted.
✨ Choose people who choose and value you.
✨ Progress over perfection — always.
✨ There's always work to be done; enjoy what you do and create impact.
✨ Be kind, do good, and be proudly yourself.

This birthday was a beautiful reminder that joy often lives in the simple moments — good company, shared laughter, and deep gratitude.

Here’s to growing older, (dare I say) wiser, and more present with every sunrise! 🌅

. . .

🌈✨ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. 𝗚𝗿𝗼𝘄 𝘄𝗶𝘁𝗵 𝗽𝘂𝗿𝗽𝗼𝘀𝗲.

🔔 Join me, Chevonne Hassan - Courage Coach, on a journey of courage, purpose, and passion.

🌟 𝗖𝗼𝘂𝗿𝗮𝗴𝗲. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆. 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲. 🌟

#CourageWithChevonne #Wellbeing #LifeLessons #PersonalGrowth #Gratitude

Executive and Leadership Coach ✨ | Speaker 🎤 | Resilience and Career Catalyst | Mental Health Advocate | Global MNC Experience in Coaching, Leadership, and Talent Management

🎙 𝗥𝗲𝗮𝗹 𝗧𝗮𝗹𝗸: 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽, 𝗨𝗻𝗳𝗶𝗹𝘁𝗲𝗿𝗲𝗱

🤫 When Silence Hurts More Than Speaking Up

- - -

Over the past weeks, some people reached out to me quietly — sharing their experiences of being bullied at work and asking for advice.

Different roles, different industries… the same emotional heaviness.

Their stories inspired this post because if several are whispering it to me, I'm quite certain that many more are carrying it alone.

🚨 Bullying isn't always loud and doesn’t always look like shouting. Sometimes it hides in the quiet moments — being excluded, repeatedly interrupted or spoken over, publicly humiliated, or made to feel “less than.”

And that’s why I’m sharing this photo —
a gentle reminder that silence shouldn’t be the price we pay to keep the peace.

If you’re going through this, here’s what we need to remember together:

💛 𝟭. 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝘆𝗼𝘂𝗿 𝗳𝗮𝘂𝗹𝘁.
Their behaviour doesn't define your worth.

💛 𝟮. 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.
Dates, comments, situations, screenshots. This is about evidence and clarity; not confrontation.

💛 𝟯. 𝗧𝗮𝗹𝗸 𝘄𝗶𝘁𝗵 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘀𝗮𝗳𝗲.
A colleague, friend, mentor, coach. Silence is heavy. Sharing lightens it.

💛 𝟰. 𝗦𝗲𝘁 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀.
A simple, “Let’s keep this respectful,” can be powerful. Your voice matters.

💛 𝟱. 𝗥𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 𝗳𝗼𝗿 𝗳𝗼𝗿𝗺𝗮𝗹 𝘀𝘂𝗽𝗽𝗼𝗿𝘁.
HR or your manager. Psychological safety is a right — not a privilege.

💛 𝟲. 𝗣𝗿𝗼𝘁𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗲𝗻𝗲𝗿𝗴𝘆.
Even the strongest people feel shaken.
Rest. Reflect. Surround yourself with people who genuinely see you.


🌿 I'm ending this post with a gentle reminder for all of us:

Bullying chips away at confidence quietly. 😥

If this is what you're experiencing now, please know this:

❤️ You are not imagining it.
❤️ You are not overreacting.
❤️ You deserve so much better.

. . .

🌈✨ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. 𝗚𝗿𝗼𝘄 𝘄𝗶𝘁𝗵 𝗽𝘂𝗿𝗽𝗼𝘀𝗲.

🔔 Join me, Chevonne Hassan - Courage Coach, on a journey of courage, purpose, and passion.

🌟 𝗖𝗼𝘂𝗿𝗮𝗴𝗲. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆. 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲. 🌟

#CourageWithChevonne #Wellbeing #HumanLeadership #EmployeeExperience #Leadership

💛 For Anyone Who’s Had a Tough 2025 — This One’s for Us

- - -

This year has been a lot. A LOT!

For many working adults, it’s been heavier than we expected — work pressure, rising costs, family responsibilities, health scares, mental exhaustion… all happening at the same time.

Yet, we show up.
We push through.
We keep going even when we’re tired, stretched, or quietly struggling behind the scenes.

Here’s what I'd like us to remember:

✨ We’re allowed to be proud of ourselves even if the year didn’t go as planned.
✨ We’re allowed to rest without feeling guilty.
✨ We’re allowed to ask for help without feeling weak.
✨ We’re allowed to start again any time, even when we feel behind.

We are doing the best we can with what we have.
That really counts!
That matters!
It's a big deal!

If this year has tested you in ways you didn’t expect, I hope you also give yourself the same compassion and encouragement you give to others.

Let’s take this final 2025 month one step at a time — with a little more kindness, a little more self-encouragement, and a lot more grace. ❤️

P.S. I picked this photo because it was a very hectic day, everything that could go wrong did, and I was very stressed, though that's not what you see. 

I smile not because everything's always great and going smoothly for me, but because I have much to be grateful and thankful for despite life challenges. When life throws you 🍋🍋, don't dodge them - make lemonade! 

. . .

🌈✨ 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. 𝗚𝗿𝗼𝘄 𝘄𝗶𝘁𝗵 𝗽𝘂𝗿𝗽𝗼𝘀𝗲.

🔔 Join me, Chevonne Hassan - Courage Coach, on a journey of courage, purpose, and passion.

🌟 𝗖𝗼𝘂𝗿𝗮𝗴𝗲. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆. 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲. 🌟

#CourageWithChevonne #Wellbeing #LifeLessons #HumanLeadership #PersonalGrowth #EmployeeExperience

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