Unilever

Leadership and Team Coach for Finance and Marketing Teams. 

Partner with CFO and CMO to build leadership bench strengths, team trust and effective team engagement.

#Clifton StrengthsFinder
#Soundwave 
#Teamforging

Resident Leadership and High Performance Team Coach

Soar Collective Asia

I am a leadership & team coach and I work with Business Leaders and teams to build a high trust culture and human capability.

I am also  an Author of "REINVENT 4.0 - The Keys to Unlock Success and Thrive in Uncertainty", I am also a REINVENT Coach.  

My two signature programs
(1) Leadership Reinvention
(2) Personal Reinvention

reinvent.adelinetiah.com

Leadership & Team Coach

REINVENT 4.0 - Your Keys to Unlock Success snd Thrive in Uncertainty

Author

Singapore University of Social Sciences (SUSS)

Adjunct Faculty/Professor (School of Business)

Startup Advisor & Mentor (Venture Builder Program)

MentorsHub

MentorsHub is a non-profit organisation set up to empower young working adults to live a life of purpose and significance through mentoring by a community of business professionals and experienced corporate executives.

MentorsHub is differentiated by our social mission, close knitted mentoring community, tailored programs and quality of our mentors.

Member Board of Directors

Mentor

Autumn

o	Develop the Go-To-Market Strategy and Brand Strategy
o	Develop investor pitches and validate product market fit
o	Build a test and learn culture in the startup and create A/B multivariate experiments across paid and owned media (reduce Customer Acquisition Cost by >70% and optimize conversion rate by > 50%
o	Managed the whole gamut of marketing 
o	Set up the Martech stack to measure and track campaigns effectiveness

Chief Marketing Officer (Fintech)-  Growth & Marketing

Standard Chartered Bank

An internal Ignite Coaching programme to support and empower women to fulfill their potential.

Executive Coach for woman leaders

Lead the overall marketing efforts for Fintech (incubated by SC Ventures) in brand building, product marketing and growth hacking to grow the brand and to scale the business. Develop key partnership strategy and negotiations to enhance value proposition. Lead Consumer Insights efforts to ascertain Product Market Fit.

Marketing, Growth & Partnerships Lead (SC Ventures -Autumn)

Tokio Marine Insurance Group (Asia)

Lead the charge towards a more data driven approach in marketing 
Drive the PR strategy to build brand trust and brand awareness. 
Drive cross functional collaboration between distribution, products and marketing to deliver a positive net promoter score. 
------
Customer Insights | Big Data | Customer Communications | Digital Marketing | Social Media | Business Strategy | Digital Transformation | Customer Experience

Head Of Marketing

Ingeus

On a Career Break, practiced as a Professional Coach to support PMETs in helping them gain career clarity and breaking down their limiting beliefs.

Coaching & Development Specialist (Team Lead)

United Overseas Bank Limited (UOB)

Oversee top line sales and market share growth for leisure and concierge business resulting in YOY 30% growth

Lead all advertising, digital marketing campaigns and go-to-market strategies that improved sales performance of key destinations 

Negotiated and drove partnership strategies across Airlines, Tourism Boards (eg.Australia/NZ, USA, SEA, Japan, Korea) and Hotels

Achieved 2nd best TA for Trafalgar, 2 years in a roll. Improved sales rankings for Clubmed from 10+ ranking to be No. 2 top agent in sales
------
Customer Insights | Customer Experience | Big Data | Business Strategy | Digital Marketing | Marketing Analytics | Consumer Research | Business Transformation | Go-to-Market Strategy |

Head of Leisure and Concierge Travel Business

Led the launch of the wealth segments and marketing custodian for SEA markets  

Provided strategic marketing leadership in developing a differentiated proposition for the wealth segments 

Lead the marketing campaigns for the re-launch of Privilege Banking Platform and the launch of two new wealth management platforms to grab $260m pie from the rising rich segment in Singapore 

Lead cross functional  project teams to create unique branch experiences, on boarding process, cross sell strategies, unique value  propositions. 

Developed partnerships and marketing innovations to differentiate and elevate the positioning of UOB’s wealth management platforms and increased revenue lift of >15%
 

-------
Customer Experience | Marketing Analytics | Customer Insights | Big Data | Advertising | Partnership | Brand Marketing | SEA

Senior Vice President, Head of Marketing (Wealth Segments)

𝐑𝐞𝐢𝐧𝐯𝐞𝐧𝐭𝐢𝐧𝐠 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐖𝐨𝐫𝐤.

I work with CEOs, CHROs & leaders to build adaptive cultures that thrive alongside AI.

With more than 25 years of leadership experience in the telco (M1) & banking industries (HSBC, UOB,Standard Chartered), I have built high performance teams the deliver results. I understand what it takes to build a high performance team in a high trust culture.

𝐓𝐡𝐞 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞: 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐚𝐬 𝐮𝐬𝐮𝐚𝐥 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐚𝐧 𝐨𝐩𝐭𝐢𝐨𝐧
•	Leaders are facing increasing pressure to drive business results
•	Businesses are facing increasing competition from digital disruptors

𝐀𝐜𝐜𝐨𝐫𝐝𝐢𝐧𝐠 𝐭𝐨 𝐆𝐚𝐥𝐥𝐮𝐩 𝐑𝐞𝐩𝐨𝐫𝐭 2023 & 𝐇𝐚𝐫𝐯𝐚𝐫𝐝 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐑𝐞𝐯𝐢𝐞𝐰
•	Companies with engaged employees outperform competitors by 147% in earnings per share 
•	High engagement leads to 21% higher profitability
•	Engaged employees are 2x more innovative at work 
•	Teams with high engagement solve problems 31% faster

𝐓𝐡𝐢𝐬 𝐈𝐬 𝐖𝐡𝐞𝐫𝐞 𝐈 𝐜𝐨𝐦𝐞 𝐈𝐧

I partner with CEOs, CHROs & leaders to:
•	Build adaptive cultures that drive innovation
•	Equip leaders with skills to build high performance teams

More importantly, 𝐞𝐦𝐩𝐨𝐰𝐞𝐫𝐢𝐧𝐠 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐥𝐢𝐤𝐞 𝐲𝐨𝐮 𝐭𝐨 𝐥𝐞𝐚𝐝 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐰𝐨𝐫𝐤.

𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 – Unlocking hidden potential and be a leader people want to follow
𝐑𝐞𝐢𝐧𝐯𝐞𝐧𝐭™ 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 𝐚𝐧𝐝 𝐖𝐨𝐫𝐤𝐬𝐡𝐨𝐩𝐬 -  Equipping leaders with skills to build high performance teams
𝐊𝐞𝐲𝐧𝐨𝐭𝐞 𝐒𝐩𝐞𝐚𝐤𝐢𝐧𝐠 – Insights on future of business & AI disruption

𝐖𝐡𝐲 𝐖𝐨𝐫𝐤 𝐖𝐢𝐭𝐡 𝐌𝐞?
- 25 years leading teams at local & Fortune 500 companies
- ICF Professional Certified Coach, NLP Coach
- Certified in Organisation Systemic Team Coaching & workshop facilitator
- Certified Behavioural Coach (D.I.S.C)
- Solutions Focused Leader Coach
- Soundwave Global Coach & Zenger Folkman Certified Coach (360 assessment tools)
- LinkedIn Top Voice & thought leader on the Future of Work

𝐖𝐡𝐚𝐭 𝐌𝐲 𝐂𝐥𝐢𝐞𝐧𝐭𝐬 𝐒𝐚𝐲: 
- “Made significant contributions to Standard Chartered by helping to establish coaching relationships that empowered women in their careers.”
- “Listens with focused intensity, without offering any advice, she makes you reflect and dig deep within yourself to see the light.”
“Energetic & able to deliver the message of the work shop, clear and effective. Good engagement with participants”

Reach out to me to explore how to REINVENT for the future of work.

Off to Kazakhstan for a speaking engagement!

Along with my books!

First time visiting this remarkable country - the world's 9th largest nation, in terms of land size and a true crossroads of civilizations.

I was curious about Kazakhstan so I got Chatgpt to do some research.

Here's a few fascinating facts I learned:

🎉Size and Scale

✅ Larger than all of Western Europe combined

✅ Spans 11 time zones (though officially uses 2)

🎉Population & Demographics:

✅ Population: ~19.4 million people

✅Over 130 ethnic groups living harmoniously

✅Trilingual nation: Kazakh (official), Russian (widely spoken), English (increasingly important in business)

🎉Historical Heritage:

✅Ancient Silk Road crossroads - literally where East met West for centuries

✅ Nomadic heritage spanning over 1,000 years

✅ Gained independence in 1991, making it a relatively young nation building its modern identity

Kazakhstan serves as a strategic bridge between Europe, Asia, and the Middle East, making it a crucial hub for global trade routes.

The country is also rapidly developing its tech and innovation sector, positioning itself as a modern business destination.

Looking forward to meeting the business leaders. Some of my most valuable insights have come from conversations with people in places I never expected to visit.

I suspect I'll learn as much from the leaders I meet there as they will from my session.

There's something magical about stepping into a completely new context.

It forces you to question your assumptions, adapt your communication style, and really listen. These are the exact skills our leaders need in today's interconnected world.

What's more, alongside speakers from APSS community, I will be meeting

🎙 Local journalists & tourism board

🏭 Senior leaders in logistics and pharma

🎓 Students and faculty at Kazakhstan National University

📦 And to visit the newly built logistics terminal—said to be the finest in the country.

Looking forward to the conversations ahead and already curious about what perspectives I'll bring back home.

Watch this space as I bring you new insights for my journey.

Always stay curious.

♻️ Share this to help others learn about this beautiful country.

Follow Adeline Tiah  as I bring you new perspective on future of work and leadership.

Adeline Tiah

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While everyone else was chasing the fountain of youth, 
I discovered something better: the fountain of wisdom.

I had several clients in their 50s, beginning to question what's next after corporate work. 

Some took a sabbatical in their 40s for caregiving duties and now find challenges getting back to work because every job interview is met with "You are over-qualified."

So here's a message to my clients and friends who are in their 40s/50s, why Age is your secret superpower.

𝟱 𝗨𝗻𝗱𝗲𝗿𝗿𝗮𝘁𝗲𝗱 𝗔𝘀𝘀𝗲𝘁𝘀 𝘁𝗵𝗮𝘁 𝗰𝗼𝗺𝗲 𝘄𝗶𝘁𝗵 𝘁𝗶𝗺𝗲.

1️⃣ 𝗬𝗼𝘂'𝘃𝗲 𝗕𝘂𝗶𝗹𝘁 𝗮𝗻 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗚𝗣𝗦 𝗳𝗼𝗿 𝗟𝗶𝗳𝗲'𝘀 𝗖𝘂𝗿𝘃𝗲𝗯𝗮𝗹𝗹𝘀 
Experience isn't just about what you've done – it's about pattern recognition. 
You can spot red flags in relationships, identify when a "revolutionary" business idea is actually a recycled flop from the 90s.
This intuitive radar doesn't come from a textbook; it comes from living through enough situations to recognize the patterns.

2️⃣ 𝗬𝗼𝘂𝗿 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗜𝘀 𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗮 𝗡𝗲𝘁 𝗪𝗼𝗿𝘁𝗵 
Those casual coffee dates from five years ago? 
That former colleague who moved to a different industry? 
These aren't just contacts – they're bridges to opportunities, solutions, and perspectives that money can't buy. 
Young professionals network desperately; experienced professionals simply know people.

3️⃣ 𝗬𝗼𝘂'𝘃𝗲 𝗠𝗮𝘀𝘁𝗲𝗿𝗲𝗱 𝘁𝗵𝗲 𝗔𝗿𝘁 𝗼𝗳 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗖𝗵𝗼𝗶𝗰𝗲𝘀
What looks like efficiency to others is actually hard-earned wisdom about what's worth your energy.
You say no without guilt because you understand that every yes to one thing is a no to something else – and you've gotten better at choosing what deserves your finite resources.

4️⃣ 𝗬𝗼𝘂𝗿 𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗔𝗿𝗲 𝗡𝗼𝘄 𝗬𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 
Every failure taught you something that no success ever could. 
You've already made the rookie errors, survived the learning curve disasters
This means you can take intelligent risks that paralyze younger people because you know the difference between a setback and a catastrophe.

5️⃣ 𝗬𝗼𝘂 𝗖𝗮𝗿𝗲 𝗟𝗲𝘀𝘀 𝗔𝗯𝗼𝘂𝘁 𝗜𝗺𝗽𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝗢𝘁𝗵𝗲𝗿𝘀 𝗮𝗻𝗱 𝗠𝗼𝗿𝗲 𝗔𝗯𝗼𝘂𝘁 𝗜𝗺𝗽𝗮𝗰𝘁 
There's something liberating about outgrowing the need for everyone's approval. You've learned that trying to be everything to everyone leaves you nothing to yourself. 
This clarity allows you to focus on what genuinely matters – whether that's mentoring someone, solving a real problem.

So the next time someone suggests you're "overqualified" , tell them your superpower.

in a world obsessed with youth and potential, there's something revolutionary about embracing the power of experience and proven results. 
Your age isn't your expiration date – it's your competitive edge. 

Own it.(But stay humble and curious too!)

♻️ Share this to inspire more.

Follow Adeline Tiah for content on future of work and reinvention.

Image generated by Ideogram.ai

Reinvention doesn't happen overnight. 
It's a lifelong process of small, brave steps.

At 7, my knees turned to jelly when asked to present in class. 

At 14, I got a warning from the principal—speak English or face demerit points (I was a Mandarin-speaking student). 
In university, I dropped Political Science for Statistics because I hated debates.

But I knew this had to change if I wanted career success. 

At 21, I joined Toastmasters and spent 10 years building my skills. 

Throughout my career I spoke at marketing conferences in Singapore and Asia. 

When I left corporate and reinvented myself 4 years ago, my first paid gig was speaking in Phuket. 

Now I speak at International Women's Day events, corporate training and to large audiences across the region on "𝘙𝘦𝘪𝘯𝘷𝘦𝘯𝘵 𝘍𝘰𝘳 𝘚𝘶𝘤𝘤𝘦𝘴𝘴 - 𝘛𝘩𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘗𝘭𝘢𝘺𝘣𝘰𝘰𝘬 𝘵𝘩𝘢𝘵 𝘥𝘳𝘪𝘷𝘦𝘴 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘙𝘖𝘐 in 𝘵𝘩𝘦 𝘢𝘨𝘦 𝘰𝘧 𝘈𝘐”

Fueled by the impact I create - helping leaders to embrace the new reality and be future ready.

𝟲 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗳𝗿𝗼𝗺 𝗠𝘆 𝗝𝗼𝘂𝗿𝗻𝗲𝘆:

1. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝗮𝗿𝗲, 𝗻𝗼𝘁 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 - I began terrified but took action anyway

2. 𝗨𝘀𝗲 𝘀𝗲𝘁𝗯𝗮𝗰𝗸𝘀 𝗮𝘀 𝗳𝘂𝗲𝗹 - That principal's warning became my motivation

3. 𝗜𝗻𝘃𝗲𝘀𝘁 𝘁𝗶𝗺𝗲 𝗶𝗻 𝗴𝗿𝗼𝘄𝘁𝗵 - 10 years of practice made the difference

4. 𝗦𝘁𝗲𝗽 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗳𝗼𝗿𝘁 𝘇𝗼𝗻𝗲 𝗿𝗲𝗽𝗲𝗮𝘁𝗲𝗱𝗹𝘆 - Each speech stretched me further

5. 𝗙𝗶𝗻𝗱 𝘆𝗼𝘂𝗿 𝗱𝗲𝗲𝗽𝗲𝗿 𝗽𝘂𝗿𝗽𝗼𝘀𝗲 - Impact, not perfection, drives confidence

6. 𝗔𝗴𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗹𝗶𝗺𝗶𝘁𝗶𝗻𝗴 𝗳𝗮𝗰𝘁𝗼𝗿 - I started transforming at 21 and kept evolving through my career

This week, I am grateful to be featured as one of the 𝗦𝗶𝗻𝗴𝗮𝗽𝗼𝗿𝗲’𝘀 𝗠𝗼𝘀𝘁 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲𝗱 𝟲𝟬 𝗦𝗽𝗲𝗮𝗸𝗲𝗿𝘀 & 𝗧𝗿𝗮𝗶𝗻𝗲𝗿𝘀 in the SG60 Showcase. 🇸🇬

𝗧𝗵𝗮𝗻𝗸 𝘆𝗼𝘂 𝘁𝗼: 
❤️ My clients, collaborators, and friends who trust me to co-create change 
❤️ New In Asia team, Andrew Chow, CSP and Janine Teo for shining the light on many celebrated speakers
❤️ Everyone who believes that our best chapters are ahead of us

As Singapore celebrates SG60 this year, my hope is that she will continue to reinvent herself to stay relevant.

Follow Adeline Tiah for stories on future of work and reinvention.

SG60- Singapore's Most Celebrated 60 Speakers & Trainers

Kazakhstan is absolutely stunning!
To be exact it is Almaty.

Flying over Central Asia to Almaty last week for a series of speaking engagements, I was awestruck by the mountains and dried ice capping the mountains.

Spent the week speaking alongside 5 other speakers - 彭子宸 Anne Phey, WOON Chet Choon Dr. Alka Chadha Brigadier Sushil Bhasin 🎤, CSP & Eugene Seah, from the APSS community. 

This trip is more than just work! We spoke to the people and learned more about them.

The real education happened between work - talking with local business leaders, university students, and residents who connected with us.

Here's what struck me: their unwavering optimism about the future. 
Their genuine confidence backed by action says it all. 

We see it everywhere - sleek modern buildings, international brands like Haier and Starbucks setting up shop.

The people? Warmest hospitality I've experienced.

Here's a random cultural fact in Kazakhstan: couples here trace back 7 generations before marriage to ensure no blood relations. Imagine having that kind of detailed family history!

But the real showstoppers? Lake Kaindy and Lake Kolsay. 
Those Instagram photos I've seen? You can't believe them until you seem the lakes in person.

And not forgetting the local cuisine - horse meat, which took some time for me to get used to.

One word to describe the country: Possibilities.

Shoutout to Akhmet Ishmukhamedov  for orchestrating this week's every detail flawlessly, and going the extra mile every day. You made the experience so memorable that I want to come back and visit -  Astana and other parts of central Asia.

And also to Eugene Seah, President of the APSS  for creating opportunities like this. 
You are truly embracing the abundance mindset.

It was a successful event - Speak in Kazakhstan Program. I have more stories and learnings to share about the speaking experience in the coming weeks.

So glad I embarked on this journey, it is simply unforgettable.

♻️ Share this to help others know more about Central Asia and the beautiful country Kazakhstan.

#visitalmaty
#globalspeaking

Great employees don't quit jobs. 
They quit toxic cultures.

But quitting isn't the only option.

I've worked in toxic work cultures.
And I was passionate about my work. 
Leaving wasn't an option when I was building a long-term career in a field I believed in.

I learnt to deal with it and built resilience.

𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗱𝗼:

9 Warning Signs of Toxic Culture

1️⃣ 𝗕𝗹𝗮𝗺𝗲 𝘀𝗽𝗿𝗲𝗮𝗱𝘀 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀
In toxic teams, mistakes are punished, not learned from.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Shift the focus to fixing, not faulting
→Acknowledge your part, not others’ flaws

2️⃣ 𝗚𝗼𝘀𝘀𝗶𝗽 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝘀 𝗵𝗼𝗻𝗲𝘀𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀
When feedback is avoided, side chatter takes over.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Choose direct dialogue over side conversations
→Learn to give constructive feedback and not get personal

3️⃣ 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗶𝘀 𝘄𝗼𝗿𝗻 𝗹𝗶𝗸𝗲 𝗮 𝗯𝗮𝗱𝗴𝗲
Being exhausted is praised instead of being addressed.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Say no without over-explaining
→Normalize the rest by modelling it and set boundaries

4️⃣ 𝗢𝗻𝗹𝘆 “𝘆𝗲𝘀” 𝗴𝗲𝘁𝘀 𝗿𝗲𝘄𝗮𝗿𝗱𝗲𝗱
Challenging ideas feel risky, not welcome
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Offer respectful pushback with solutions
→Create space for others to safely disagree

5️⃣ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗱𝗶𝘀𝗽𝗼𝘀𝗮𝗯𝗹𝗲, 𝗻𝗼𝘁 𝘃𝗮𝗹𝘂𝗲𝗱
High turnover, low trust, everyone’s replaceable.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Recognise contributions publicly
→Ask others what helps them feel supported, build authentic relationships

6️⃣ 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 𝗮𝗻𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗵𝗼𝗮𝗿𝗱 𝗶𝘁
Gatekeeping knowledge becomes a strategy for control.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→ Share what you learn, even if no one asks
→ Encourage collaborative problem-solving

7️⃣ 𝗡𝗼 𝗼𝗻𝗲 𝘁𝗮𝗸𝗲𝘀 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆
When mistakes happen, people point fingers instead of owning up, no one fixes the root cause.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→ Be the first to admit when you mess up and show how you'll improve
→When something goes wrong, focus on "what happened" rather than "who's to blame"

8️⃣ 𝗖𝗼-𝘄𝗼𝗿𝗸𝗲𝗿𝘀 𝘂𝗻𝗱𝗲𝗿𝗺𝗶𝗻𝗲 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿
When people start spreading rumours or take credit for other’s work.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→ Avoid gossip and keep personal details private
→ Keep records of your contributions and send follow-up email

9️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗮𝘃𝗼𝗶𝗱𝘀 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁
When people refuse to address problems directly, issues pile up and resentment grows while nothing gets solved.
𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼:
→Speak up about small problems before they become bigger ones
→When you raise concerns, come with ideas for how to fix them

𝗧𝗼𝘅𝗶𝗰 𝗰𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗱𝗼𝗻’𝘁 𝘀𝗵𝗶𝗳𝘁 𝗼𝘃𝗲𝗿𝗻𝗶𝗴𝗵𝘁.

But change starts with the small things we model daily.

You don’t have to quit to take your power back.

Which action will you take today?

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9 Warning Signs of a Toxic Culture

Ever wonder why some teams crumble under pressure while others thrive? 

Turns out, your team's success has less to do with talent
and more to do with whether their basic needs are being met.

Maslow's Hierarchy shows that basic needs must be met first, before humans can reach their full potential - like building a pyramid from bottom to top.

I've juxtaposed Maslow's hierarchy against team performance, and what I found will change how you build your teams.

Here's the psychology of high-performing teams.

1️⃣ Basic Needs (Security)
↳Team members need to feel safe and secure in their roles. 
↳Provide clear expectations and a healthy team culture.

2️⃣ Belong Needs (Community)
↳Team members need to feel a sense of connection and camaraderie. 
↳Promote open communication and regular team-building activities.

3️⃣ Esteem Needs (Recognition)
↳Team members need to feel valued, appreciated, and respected.
↳Acknowledge individual and team wins. Offer constructive feedback.

4️⃣ Growth Needs (Development)
↳Team members need opportunities for personal and professional growth. 
↳Provide training programs & offer mentorship opportunities

5️⃣ Self-Actualisation (Purpose)
↳Team members need to feel a sense of purpose and creativity in their work. 
↳Encourage innovative projects & align team goals with personal values

And I have added one more layer

6️⃣ Transcendence (Creating more leaders)
↳Inspire and empower your 
↳team to become leaders themselves

Check out the image below for 6 tips for Leaders to Build a High-Performance Team

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☎️ Let's have a conversation on how I can help your leaders build better team engagement.

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For 2 years, I've been speaking at corporate events about how AI is reshaping the workforce and organisation culture.

My key message: AI will displace jobs. 
Being a user isn't enough—we need to create value with it.
That message unconsciously shaped my own actions.

So I built something:🚀 𝗖𝗼𝗮𝗰𝗵 𝗔𝗱𝗱𝘆. 𝗔𝗜

Here's why I created it:

𝟭. 𝗠𝗮𝗸𝗲 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗮𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗹𝗲 
Not everyone can afford 1:1 coaching. 
But everyone deserves access to powerful questions and frameworks that help them grow. 
AI makes this possible at scale.

𝟮. 𝟮. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘄𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗺𝗼𝘀𝘁 
By making coaching accessible to more people, I have more time to shift my efforts to team coaching for leaders
—where collective transformation happens. 

𝟯. 𝗛𝗲𝗹𝗽 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝘁𝗶𝗰𝗸 
My clients need support between our sessions. 
Coach Addy provides that continuous reinforcement—practicing concepts, reflecting on progress, and staying accountable to their goals.

I'm not replacing human coaching. I'm enhancing it.

The future belongs to those who create value with AI, not just use it. 

 🚀 Coach Addy. AI is my way of walking that talk.

Ready to experience coaching that's always available? Meet Coach Addy (www.coachaddy.ai)

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𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗼𝗽𝗲𝗻𝘀 𝗻𝗲𝘄 𝗱𝗼𝗼𝗿𝘀. 
𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗲𝘅𝗽𝗮𝗻𝗱𝘀 𝗼𝘂𝗿 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴. 
𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝗻𝗲𝘄 𝘄𝗮𝘆𝘀 𝗼𝗳 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗶𝗻𝗴𝘀.

That curiosity brought me to a 2-day AI Agents and Workflows Masterclass last week. It was 2 days of unlearning and relearning everything I thought I knew.

𝗪𝗵𝗮𝘁 𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱:

(𝟭) 𝗧𝗵𝗿𝗲𝗲 𝘄𝗮𝘆𝘀 𝗵𝘂𝗺𝗮𝗻𝘀 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗔𝗜:
• 𝗛𝘂𝗺𝗮𝗻𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗼𝗼𝗽 - We make every decision, AI assists
• 𝗛𝘂𝗺𝗮𝗻𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗹𝗼𝗼𝗽 - We monitor and jump in when needed
• 𝗛𝘂𝗺𝗮𝗻𝘀 𝗼𝘃𝗲𝗿 𝘁𝗵𝗲 𝗹𝗼𝗼𝗽 - We set the vision, AI executes
  
(𝟮) 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮𝗴𝗲𝗻𝘁 𝘁𝗲𝗮𝗺𝘀 - Creating AI agents that communicate with each other to handle entire workflows

(𝟯) 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗺𝗼𝗱𝗲𝗹𝘀 - New ways I can expand my current offerings

Huge thanks to trainer Andrew Chow, CSP and the brilliant young founders of MindPal, Mai Quang Tuấn - the platform that's making this possible.

𝗠𝘆 𝗔𝗜 𝗷𝗼𝘂𝗿𝗻𝗲𝘆: 

I've already used AI to create value for clients through https://www.coachaddy.ai and scale my impact. 

Now I'm leveling up - building a collective of AI agents to boost my productivity and free up time for what truly matters.

This means more time for facilitation work with clients - the human connection that AI simply cannot replace.

This means more time for my family and time to pursue my hobbies.

𝗧𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗶𝘀𝗻'𝘁 𝗔𝗜. 
𝗧𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗶𝘀 𝗔𝗜 𝗮𝗴𝗲𝗻𝘁𝘀.

With an AI agent team, we can now do more with less.

How are you embracing innovation and technology?

If you're curious about the next AI Agents Masterclass, check the link in comments.

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41% of employers plan to cut jobs due to AI in 5 years.  
Smart workers aren't waiting either.

They are shifting from their old way of doing things.
This guide by Chris Donnelly explains how people are evolving.

Here's how smart workers are taking the new path 

🚫 The Old Path: Go To School
✅ The New Path: Invest In Your Skillstack

🚫 The Old Path: Get A Job
✅ The New Path: Create Something Of Your Own

🚫 The Old Path: Build Your Savings
✅ The New Path: Build Your Assets

🚫 The Old Path: Stay With One Company Forever
✅ The New Path: Grow Your Audience

🚫 The Old Path: Retire At 66
✅ The New Path: Achieve Optionality.

Smart workers know that the new path is dynamic. 

Allows for more personal autonomy
And encourages continuous development.

We are now facing the greatest inflection point in our lifetime.
How are you reinventing?

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Image Credit: Chris Donnelly

Old Paths vs New Paths

𝘼𝘽𝘾 𝙛𝙧𝙪𝙞𝙩 𝙟𝙪𝙞𝙘𝙚 𝙬𝙞𝙩𝙝 𝙖 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙩𝙬𝙞𝙨𝙩!

That was my check-in beverage at the Phoenixus CXO Innovation lab on Saturday morning. Just like ABC fruit juice brings together the best of different fruits to create something more refreshing and nutritious than any single ingredient alone, I believe in the power of collaborative leadership (with least toxic culture).

The first collaboration with PHOENIXUS , for a Codevelopment Action Learning (CAL) session brought together a cross functional, cross-industry group of senior female leaders to reflect on the business goal brought forth by one of the leaders:
“𝑰𝒏𝒄𝒍𝒖𝒔𝒊𝒗𝒆 𝑪𝒖𝒍𝒕𝒖𝒓𝒆 𝒗𝒔. 𝑻𝒆𝒂𝒎 𝑷𝒆𝒓𝒇𝒐𝒓𝒎𝒂𝒏𝒄𝒆: 𝑭𝒊𝒏𝒅𝒊𝒏𝒈 𝒕𝒉𝒆 𝑺𝒘𝒆𝒆𝒕 𝑺𝒑𝒐𝒕.”

It was fitting to have Hwa Choo Lim (she/her) kicked off with a keynote on how generative AI is shifting leadership expectations and the skills leaders need, to thrive in the new world of work.

In 3 hours, we experienced
• Real-time problem solving
• Pear consultation
• Collective intelligence in action

The outcome: Action ideas for everyone to take away for their respective organisations.

In a time when leadership demands rapid learning and adaptive thinking, 𝐂𝐀𝐋 offers a rare opportunity to do both—together. 

This group is among the 𝐟𝐢𝐫𝐬𝐭 in Singapore and Asia to experience CAL since the launch of the book "𝑪𝒐𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 𝑨𝒄𝒕𝒊𝒐𝒏 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝒇𝒐𝒓 𝑩𝒖𝒔𝒊𝒏𝒆𝒔𝒔" by Nathalie Sabourin, M.Sc. CHRP and Ron Cheshire, MBA, PCC earlier this year in Singapore.

Grateful to co-create this space with such thoughtful, curious, and generous leaders. Tagging the incredible women who made the morning so special Jowyn Goh 吴至薇 𝗝𝗼𝘄𝘆𝗻 𝗚𝗼𝗵 吴至薇 Helen Eber Jenny Yeo 🇸🇬 Pauline Javani Kailing See Caroline Mikaella Soo, SACP Susana Yeong FCPA (Aust.)

Thank you to my fantastic co-facilitators Serene Ong Shwu- Yng  Soo Yee LEONG for the fantastic partnership!

If you’re a senior leader who wants to fast-track learning and co-create innovative solutions with a bold, like-minded community, we’ll be hosting two more CAL sessions:

📅 𝐒𝐞𝐩𝐭 13 – 𝘓𝘦𝘢𝘥𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘐𝘮𝘱𝘢𝘤𝘵: 𝘚𝘶𝘴𝘵𝘢𝘪𝘯𝘢𝘣𝘪𝘭𝘪𝘵𝘺 𝘖𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 𝘢𝘯𝘥 𝘊𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 with Sorouch Kheradmand  Global Head of Sustainability, Schneider Electric

📅 𝐎𝐜𝐭 11 – 𝘉𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘎𝘳𝘰𝘸𝘵𝘩 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘐𝘯𝘯𝘰𝘷𝘢𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘐𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 with Cecilia HL TAN  Executive Officer, Sasseur REIT

🔗 Register here: https://lnkd.in/gzTEKQ3c

Connect with me if you like to find out more.

The strongest teams aren't built on talent or strategy. 
They're built on psychological safety.

When psychological safety is missing, mental health suffers. 
When it's present, stress decreases and employee wellbeing thrives.

Here's 5 ways leaders can use psychological safety to protect mental health:

1️⃣ 𝙍𝙚𝙙𝙪𝙘𝙚 𝘼𝙣𝙭𝙞𝙚𝙩𝙮 𝘼𝙗𝙤𝙪𝙩 𝙎𝙥𝙚𝙖𝙠𝙞𝙣𝙜 𝙐𝙥
When people can share concerns without fear, stress levels drop.
• Thank team members for raising tough issues
• Avoid punishing honest mistake
  
2️⃣  𝙋𝙧𝙚𝙫𝙚𝙣𝙩 𝙀𝙢𝙤𝙩𝙞𝙤𝙣𝙖𝙡 𝙀𝙭𝙝𝙖𝙪𝙨𝙩𝙞𝙤𝙣
Psychological safety removes the constant “self-protection” mode.
• Encourage open conversations about workload
• Adjust priorities when people feel overwhelmed

3️⃣ 𝘽𝙪𝙞𝙡𝙙 𝘾𝙤𝙣𝙛𝙞𝙙𝙚𝙣𝙘𝙚 𝙞𝙣 𝙃𝙖𝙣𝙙𝙡𝙞𝙣𝙜 𝘾𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙚𝙨
Feeling safe means people trust they can recover from setbacks.
• Share your own struggles and how you overcame them
• Focus feedback on learning, not blame
  
4️⃣ 𝙋𝙧𝙤𝙩𝙚𝙘𝙩 𝘼𝙜𝙖𝙞𝙣𝙨𝙩 𝙄𝙨𝙤𝙡𝙖𝙩𝙞𝙤𝙣
Safe cultures make it easier to ask for help early.
• Create regular check-ins that are genuinely supportive
• Pair people up for peer support

5️⃣ 𝙎𝙪𝙥𝙥𝙤𝙧𝙩 𝙈𝙚𝙣𝙩𝙖𝙡 𝙃𝙚𝙖𝙡𝙩𝙝 𝘾𝙤𝙣𝙫𝙚𝙧𝙨𝙖𝙩𝙞𝙤𝙣𝙨
Psychological safety makes it normal to talk about wellbeing.
• Discuss mental health as part of team culture
• Offer resources without stigma or judgement

𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗰𝘁 𝗮𝘀 𝗰𝗮𝘁𝗮𝗹𝘆𝘀𝘁𝘀.
They empower and enable other leaders on the team—even those with no formal authority—  by role modeling and reinforcing the behaviors they expect from the rest of the team.

if you are a leader, how are you building psychological safety?

♻️ Share this to help build more psychological safety.

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5 Ways Leaders Use Psychological Safety for Mental Health

Working when you are sick doesn’t mean you are committed.

It’s a sign of a sick culture. A sick culture affects morale and impacts the business.

Leaders will play a big part in driving a positive change where a high performance culture doesn’t equal burn out.

Here’s what the different culture looks like,

In a toxic culture

📍 Burnout and mental health is prevalent
📍 Motivation and engagement are low
📍 Authentic relationships and trust is gone
📍 One-upmanship is rampant
📍 Long work hours are expected

In a healthy culture

☘ People are not afraid to speak up
☘ Innovation and collaboration thrives
☘ Productivity and creativity increased
☘ Success and failures are celebrated collectively
☘ Work-life balance/integration are encouraged


As a leader here’s what you can do

✅ Walk the talk: 
↳ Be a role model for taking time off
↳ Share when you're taking time off and, if appropriate, share photos from your vacations to normalize rest.

✅ Conduct meaningful check-ins:
↳ Before checking in on work progres, start by asking “how do you feel today?”

✅ Appreciate efforts:
↳ Celebrate progress over perfection
↳ Reframe every misstep as a learning opportunity 

✅ Set realistic goals:
↳ Prioritise quality over quantity
↳ Implement performance metrics that focus on achievable outcomes, not time spent.

✅ Prioritize well-being:
↳ Offer mental health days and regular well-being check-ins.
↳ Provide training on stress management and burnout prevention.
↳Respect weekends and vacation time


What kind of leader do you strive to be?

🎁 Repost this to encourage a positive culture

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Image credit: Adam Grant

𝗪𝗵𝗲𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗳𝗮𝗰𝗲 𝘁𝗵𝗲𝗶𝗿 𝘁𝗼𝘂𝗴𝗵𝗲𝘀𝘁 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀, 
𝘄𝗵𝗲𝗿𝗲 𝗱𝗼 𝘁𝗵𝗲𝘆 𝘁𝘂𝗿𝗻 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘄𝗶𝘀𝗱𝗼𝗺 𝘁𝗵𝗮𝘁 𝗻𝗼 𝗮𝗹𝗴𝗼𝗿𝗶𝘁𝗵𝗺 𝗰𝗮𝗻 𝗽𝗿𝗼𝘃𝗶𝗱𝗲?

AI can crunch data and spot patterns. 

But it can't replace human judgment shaped by experience, intuition born from years of navigating real challenges, and the collective wisdom that emerges when seasoned leaders think together.

That's the heart of the 𝗣𝗛𝗢𝗘𝗡𝗜𝗫𝗨𝗦 𝗖𝗫𝗢 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗟𝗮𝗯 - a space where senior female leaders harness something AI will never have: lived experience and trusted peer dialogue.

And that's why Serene Ong Shwu- Yng , Soo Yee LEONG and I created the 𝗣𝗛𝗢𝗘𝗡𝗜𝗫𝗨𝗦 𝐂𝐗𝐎 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛:

𝗪𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝗖𝗼𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗔𝗰𝘁𝗶𝗼𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝗿𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝗮𝗯𝗹𝗲:

• 𝗥𝗲𝗮𝗹-𝘁𝗶𝗺𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘀𝗼𝗹𝘃𝗶𝗻𝗴 - Leaders bring actual challenges they're facing right now, not hypothetical cases
• 𝗣𝗲𝗲𝗿 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 - Structured dialogue where experienced leaders become both consultant and client
• 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 𝗶𝗻 𝗮𝗰𝘁𝗶𝗼𝗻 - Multiple perspectives from leaders in different industries, to unlock solutions 
• 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝗶𝗻𝗴 - The power of asking the right questions, not just providing answers
• 𝗦𝗵𝗮𝗿𝗲𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 - Commitment to action that emerges from group insight and support

The session is powered by the 𝐂𝐨𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐀𝐜𝐭𝐢𝐨𝐧 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 (𝐂𝐀𝐋) framework developed by Maxime Paquet  Nathalie Sabourin, M.Sc. CHRP 𝗡𝗮𝘁𝗵𝗮𝗹𝗶𝗲 𝗦𝗮𝗯𝗼𝘂𝗿𝗶𝗻, and Ron Cheshire, MBA, PCC  and captured comprehensively in their book "Codevelopment Action Learning for Business"

Our upcoming sessions bring together leaders who've navigated transformation, 
sustainability challenges, and innovation - not just in theory, but in practice:

𝐀𝐮𝐠 23: Driving workforce transformation while championing diversity with Hwa Choo Lim (she/her), Vice President Regions & Advisory, Human Resources, EQUINIX Asia Pacific

𝐒𝐞𝐩𝐭 13: Leading with impact - sustainability opportunities and challenges with Sorouch Kheradmand  Global Head of Sustainability, Schneider Electric

𝐎𝐜𝐭 11: Business growth through innovation and inclusion with Cecilia HL TAN Chief Executive Officer, Sasseur REIT

📍 Oasia Hotel Downtown 
📩 Register before 16 𝐀𝐮𝐠𝐮𝐬𝐭 to enjoy the early bird price: 𝗵𝘁𝘁𝗽𝘀://𝗹𝗻𝗸𝗱.𝗶𝗻/𝗴𝗨𝗧𝘀𝗗𝗤𝗸𝗴 

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝘁𝗮𝗽 𝗶𝗻𝘁𝗼 𝗰𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝘄𝗶𝘀𝗱𝗼𝗺 𝘁𝗵𝗮𝘁 𝗮𝗹𝗴𝗼𝗿𝗶𝘁𝗵𝗺𝘀 𝗰𝗮𝗻'𝘁 𝗮𝗰𝗰𝗲𝘀𝘀? Register now.

#𝗖𝗫𝗢𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻𝗟𝗮𝗯
#𝗖𝗼𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁𝗔𝗰𝘁𝗶𝗼𝗻𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴
#𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴
#𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽

The most dangerous predator in your business isn't your competition. 

It's the toxicity brewing inside your own walls.

Having been a corporate leader in the last 2 decades, I have observed and seen how toxic behaviors impact businesses.

Here's the 7 Ways Toxic Behavior will destroy Businesses

1️⃣ Kills Employee Motivation
↳ Toxic people make others feel sad and unwanted at work
↳ Good workers start to lose hope and stop trying their best
(Gallup) 58% of employees who quit their job do so because of bad workplace relationships

2️⃣ Drops Productivity
↳ Toxic behavior makes people waste time fighting instead of working
↳ Teams spend more energy avoiding trouble than doing their jobs
(HBR) Companies with toxic cultures lose up to 40% of their potential productivity

3️⃣ Damages Company Reputation
↳ Bad word spreads quickly about mean workplaces
↳Talented people won't want to work for a company with a bad name
(Glassdoor) 86% of job seekers research company reviews before applying

4️⃣ Increases Costly Turnover
↳ Good employees leave when they can't handle toxic environments
↳Replacing workers is expensive and time-consuming
(SHRM) It costs about 33% of an employee's annual salary to replace them

5️⃣ Creates Health Problems
↳ Stress from toxic behavior makes people get sick more often
↳Workers become tired and unhappy
(APA)Toxic workplaces cause 50% more healthcare costs for companies

6️⃣ Stops Innovation
↳ People are too scared to share new ideas
↳ Creative thinking gets blocked by fear and negativity
(Great Place to Work Institute) Companies with positive cultures are 3.2 times more innovative

7️⃣ Hurts Financial Performance
↳ Toxic behavior leads to lower teamwork and worse results
↳ Companies lose money when people can't work well together
(HBR) Toxic workplace cultures can reduce company profits by up to 22%

Here's the 4 types toxic behaviors leaders need to call out:

1️⃣ Blaming
↳ Bullying
↳Domination
↳ Overly driving
↳ Harsh shut up
↳ Aggressive attack

2️⃣ Stonewalling
↳ Withdrawal
↳ Avoidance
↳Disengagement
↳Passive aggressive
↳Going around chain of command

3️⃣ Contempt
↳ Disrespect
↳Hostile gossip
↳Undermining
↳Cutting others down
↳Demeaning communications

4️⃣ Defensiveness
↳Victimisation
↳ It's not my fault
↳ Not open to influence
↳ Refusal  to take responsibility

If you are a leader reading this, 
call out these signs.

You will improve team engagement and 
build a psychologically safe culture.

If you are an employee reading this,
don't just quit - rise above it.

♻️ Share this to benefit more people.

☎️ Let's have a conversation if you need help to improve team engagement.

Follow Adeline Tiah 謝善嫻 for more content on leadership, reinvention and future of work.

The 1 Myth About Coaching (That Everyone Gets Wrong)
Most people think coaches give answers. 
They don't.

Great coaches don't tell you what to do.
They help you transform how you see yourself and what's possible.

𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗰𝗼𝗮𝗰𝗵𝗲𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗱𝗼:

(𝟭) 𝗖𝗼𝗮𝗰𝗵 𝘁𝗵𝗲 𝗽𝗲𝗿𝘀𝗼𝗻, 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 
They focus on who you're becoming, not just what you're doing. 
Real change happens when your mindset shifts, not when you follow someone else's playbook.

(𝟮) 𝗟𝗶𝘀𝘁𝗲𝗻 𝘁𝗼 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂'𝗿𝗲 𝗡𝗢𝗧 𝘀𝗮𝘆𝗶𝗻𝗴 
The gold is often in the silence, the hesitation, the words you avoid. 
Great coaches hear the conversation behind the conversation.

(𝟯) 𝗔𝘀𝗸 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗮𝘁 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 
"What are you afraid of?" "What story are you telling yourself?" 
The best coaches push you into your growth zone with one simple question.

(𝟰) 𝗛𝗼𝗹𝗱 𝘂𝗽 𝗮 𝗺𝗶𝗿𝗿𝗼𝗿, 𝗻𝗼𝘁 𝗮 𝗺𝗮𝗽 
They reflect back what they see and hear. 
You provide the direction. 
They just help you see it clearly.

(𝟱) 𝗖𝗿𝗲𝗮𝘁𝗲 𝘀𝗽𝗮𝗰𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 
In our noisy world, coaches give you permission to pause, reflect, and actually process your thoughts without judgment.

(𝟲) 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘆𝗼𝘂𝗿 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 
"Is this a belief or a fact?"
They question the beliefs that limit you, even when (especially when) you can't see them yourself.

(𝟳) 𝗦𝘁𝗮𝘆 𝗰𝘂𝗿𝗶𝗼𝘂𝘀, 𝗻𝗼𝘁 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁𝗮𝗹 
Great coaches approach your situation with genuine curiosity. 
No agenda. No "right" answers. 
Just deep, authentic interest in your growth.

(𝟴) 𝗧𝗿𝘂𝘀𝘁 𝘆𝗼𝘂𝗿 𝘄𝗶𝘀𝗱𝗼𝗺 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 
They believe in your ability to find answers before you believe it yourself. 
This confidence becomes contagious.

Professional coaches don't give answers. 
They help you access the wisdom that's already inside you.

So the next time you're working with a professional coach, remember: 

Don't expect an answer. 
Expect to unlock what you never knew was possible.

♻️ Share this to help more understand what professional coaching is.

Follow Adeline Tiah for content on leadership and future of work.

Reinvention is not starting from scratch.
Reinvention is about leveraging your unique experience to create a new chapter.

Too many people think reinvention means throwing away everything they've built. 
It doesn't.

Your 10 years in sales isn't wasted if you move into consulting. 

Your background in teaching doesn't disappear when you transition to corporate training. 

Your experience in operations isn't irrelevant when you pivot to project management.

That's what I did.

After 25 years of building corporate brands and partnerships, 
I leveraged these skills to build my personal brand as I embarked on my encore career.

I looked for partners to work with.
I didn't start from zero. 
I started from 25 years of experience.

The relationships I built in corporate? 
They became my first network of supporters and collaborators.

The brand strategies I developed for companies?
I applied them to position myself authentically in the market.

The partnerships I negotiated? 
I used those same skills to create strategic alliances in my new venture.

𝗠𝗼𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁𝗹𝘆, 𝗜 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗰𝗼𝗻𝘁𝗲𝘅𝘁.
When I sit across from a business leader struggling with team dynamics, I've been there. 

When a manager talks about the pressure of quarterly targets while trying to keep their people engaged, I get it.

The difficult board presentation? 
The team restructure that everyone resisted?
I've navigated those waters.

When I coach business leaders now, I understand the complexity of their challenges, and the real-world constraints they face.

I can empathize because I've sat in their chair. 
I can guide because I've walked their path.

This isn't textbook knowledge. 
It's lived experience.

𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱:

1️⃣ 𝗬𝗼𝘂𝗿 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗰𝗮𝗻 𝘁𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗲 𝘀𝗲𝗮𝗺𝗹𝗲𝘀𝘀𝗹𝘆 𝘁𝗼 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽. 
Stakeholder management becomes client relationship building. 
Budget oversight becomes financial planning. 

2️⃣ 𝗧𝗵𝗲 𝗽𝗶𝘃𝗼𝘁 𝘄𝗮𝘀𝗻'𝘁 𝗮𝗯𝗼𝘂𝘁 𝗳𝗼𝗿𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗹𝗶𝗳𝗲. 
It was about reimagining how those skills could serve a new purpose.

Every presentation I gave in the past, every difficult conversation I navigated, every strategic decision I made - they all became the foundation for what I'm building now.

3️⃣ 𝗬𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗶𝘀𝗻'𝘁 𝘆𝗼𝘂𝗿 𝗽𝗮𝘀𝘁. 𝗜𝘁'𝘀 𝘆𝗼𝘂𝗿 𝗹𝗮𝘂𝗻𝗰𝗵𝗽𝗮𝗱.
The same skills that made you successful before will make you successful again - just in a different area.

What chapter are you ready to write with everything you've already learned?

♻️ Share this to inspire others who are writing a new chapter.

Follow Adeline Tiah for more content on future of work and reinvention.

You can't control what others say, but you can control this one thing.

How you respond.

Don't give someone's else negativity the power to dictate your emotions.
We've all been there.

Someone makes a thoughtless comment or criticism, 
and your entire day is derailed. 

But what if you can rise above?

Here's 5 tips to help you overcome the sting of negative comments

1️⃣ Don't take it personally
→Remember, people's opinions often reflect their own struggles and biases.
→Separate their words from your self-worth

2️⃣ Practice emotional detachment
→Take a step back, breathe. and observe your emotions.
→ Don't let someone else's negativity trigger you.

3️⃣ Focus on your tribe
→ Surround yourself with people who uplift you
→Their positive energy will drown the noise

4️⃣ Give the benefit of doubt
→ Ask questions, seek clarifications and assume positive intent.
→ Don't let misunderstanding fuel negativity. 

4️⃣ Stay true to your northstar
→Don't let someone's opinion divert you from your purpose.
→Stay aligned with your values, vision and goals


You are more than someone's opinion. 
Don't let words define your worth

Choose how you respond, not react.

♻️ Share this with someone who needs to see this.

Follow Adeline Tiah 謝善嫻 for more of this.

The best leaders don't have all the answers—they ask better questions.
Leaders need to change the way they lead.

As a former corporate leader, I used to think my job was having all the answers. 
Then I discovered coaching 8 years ago.
It completely changed how I lead.

The shift from telling to asking built better team engagement.
Instead of being the person everyone came to for solutions, I became the person who helped them find their own answers. 

Team engagement improved. 
People felt more ownership 
Problems got solved faster.

However, you don't need to be a coach to be an effective leader. 

𝗛𝗲𝗿𝗲'𝘀 𝘀𝗼𝗺𝗲 𝗺𝘆𝘁𝗵𝘀:

𝗠𝘆𝘁𝗵 𝟭: "𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝗰𝗼𝗮𝗰𝗵 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺" Wrong. 
You need curiosity, not credentials.
The best leader-coaches aren't counsellors—they're question-askers who help people think through their own solutions.

𝗠𝘆𝘁𝗵 𝟮: "𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝘁𝗮𝗸𝗲𝘀 𝘁𝗼𝗼 𝗺𝘂𝗰𝗵 𝘁𝗶𝗺𝗲" Actually, it saves time. 
When you coach people to solve problems themselves, you stop being the bottleneck. 
One good coaching conversation prevents ten future interruptions.

𝗠𝘆𝘁𝗵 𝟯: "𝗠𝘆 𝘁𝗲𝗮𝗺 𝗻𝗲𝗲𝗱𝘀 𝗮𝗻𝘀𝘄𝗲𝗿𝘀, 𝗻𝗼𝘁 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀" Your team needs capability, not dependency. 
Every time you give an answer, you rob them of the chance to build their problem-solving muscles.

𝗠𝘆𝘁𝗵 𝟰: "𝗜'𝗺 𝗻𝗼𝘁 𝘁𝗿𝗮𝗶𝗻𝗲𝗱 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀" You already coach—you just don't call it that. 
Every time you ask "What do you think?" instead of jumping to solutions, you're coaching.

Now as a professional coach, I'm running a "Leader as Coach" program. 
Lending my corporate experience to develop people who think, decide and lead themselves.

The power of asking instead of telling is something every leader should experience.

Planning ahead for my upcoming workshops where I'll create space for the kind of conversations that change how leaders think and act.

If you are leading teams and want to shift the approach, DM me. 
If there is sufficient interest I will do a public run.

♻️ Share this to help leaders transform the way they lead.

Follow Adeline Tiah for content on leadership and future of work.

The best legacy you can give your kids won't be found in your will 

– it's the money habits you teach them while you're still here to guide them.

When my son was young, I introduced him to three simple piggy banks that would quietly shape his relationship with money. 

The first was for spending – his wants and immediate desires. 
The second was for investing, with a special twist: I promised him interest if the money stayed untouched, teaching him the magic of delayed gratification. 
The third was for charity – money set aside each year to help others.

These weren't just containers for coins; they were the foundation of his values.

And teaching kids about money? 
They watch what you do far more than they listen to what you say. 

So we walked the talk. 

Every bonus we received went straight into our investment portfolio. 

While my banking colleagues were spending money to buy branded bags, and upgrading their cars!

For years, our simple family vacations were funded by investment returns, turning abstract concepts like "compound interest" into tangible family memories. 

My husband and I made deliberate choices and sacrifices that made this possible and we made sure our son understands that.

The real test came when he turned 18. We offered to start transferring his pocket money directly to his bank account for convenience. 

His response stopped me in my tracks: "I have two accounts set up – one for operating expenses and another for investments."

Without any prompting from us, he had recreated the same financial framework we'd modeled through those three piggy banks years earlier. 

And the charity component? He invests his time in community service, understanding that giving back is just as important as building wealth.

Those three piggy banks had done their job – not just teaching him about money, but shaping the kind of person he'd become.

Your children are watching. 

Your money habits – good or bad – are already becoming theirs. 

Make sure you're teaching the story you want them to live.

What money lessons are you passing down to your kids? (especially in this world of uncertainty)

♻️ Share in the comments below – I'd love to hear how you're shaping the next generation's relationship with money.

Teams don't fail from lack of talent, but from talent that stays silent. 
Psychological safety amplifies every voice.

Ever sat on a brilliant idea because you were scared of being judged?

We all have.

That's why psychological safety matters.

According to Gallup, teams who feel safe to speak up drive 21% more profit. 
They show up more (41% less absence) and feel better at work (66% higher wellbeing).

Here's a cheat sheet I have created based on Amy Edmondson's Psychological Safety Model which I totally love.

There are 4 zones in the model

 📍Comfort zone
↳ People are friendly but not pushed to excel. In teams, they don’t make big progress.

📍 Apathy zone
↳ People come to work but their hearts and minds are somewhere else. Not much gets done

📍Learning zone
↳ People work together, challenge each other, and learn to do a great job. They tackle hard and creative tasks

📍Anxiety zone
↳ People are scared to share ideas, take risks, or ask for help. This can hurt productivity and growth.

Leaders should strive to bring the team to the learning zone where there is high psychological safety which results in high performance standards.

Here's 9 tips for leaders to bring their people into the learning zone

1️⃣ Start with trust
↳ Be the first to share a personal story or mistake you made

2️⃣ No blame game
↳Ask, “How can we fix this?” instead of, “Who did this?”.

3️⃣ Active listening
↳In your next meeting, repeat what someone says before your reply..

4️⃣ Normalize failure
↳Share a failure “What I Learned” segment in team meetings.

5️⃣  Diverse voices
↳Rotate who facilitates so everyone a chance to lead and speak.

6️⃣ Open door policy
↳Schedule “open office hour” weekly for team questions/concerns

7️⃣ Consistent check-ins
↳Set up a bi-weekly 15-minute one-on-one with each team member

8️⃣ Reward risk-taking
↳Create a “Risk-Taker of the Month” award with a small incentive.

9️⃣ Address issues promptly
↳When an issue is raised, allocate time to find solutions.

So here's my question to the leaders:

Psychological safety isn't built in a day.
But it can die in a moment.

What will you do differently tomorrow?

♻️ Share this so that your leaders can build a psychological safe work environment.

Follow Adeline Tiah 謝善嫻 for content on leadership, reinvention and future of work.

Ways you can work with me:

↳I am a leadership and team coach. I partner with organisations to help the leaders prepare to lead in the future of work.
↳ I am a keynote speaker and I show you what the future of work looks like

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