Beng Tack Cheah

When Numerology meets Enneagram. Just had an enlightening lunch yesterday with my old friend Jacqueline Ng, known as the "Numbers Girl" on LinkedIn! As an Enneagram practitioner, I was fascinated to explore the intersections between our fields. Similarities: 1. Both systems offer insights into personality and personal growth 2. Each uses a set of distinct categories (numbers) to classify traits 3. Both can be used for self-reflection and understanding others Differences: 1. Numerology is based on birthdate and name, while Enneagram focuses on core motivations and fears 2. Numerology has a more mystical origin, whereas Enneagram has roots in psychology and spirituality 3. The number of types differs (9 for Enneagram, 1-9 for core Numerology) We discussed how combining these approaches could offer a more holistic view of an individual's potential and challenges. Numerology might reveal innate tendencies, while Enneagram could illuminate how those tendencies manifest in behavior and relationships. By integrating these perspectives, one could gain deeper self-awareness and more targeted personal and professional growth strategies. This offers exciting possibilities for those on a journey of self-improvement! Have you explored either of these systems? What has been your experience? #Numerology #Enneagram #PersonalGrowth #SelfAwareness Read about Jacqueline Ng's post - https://lnkd.in/gb96_FGu

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💡Rediscovering Talent Through Flexible Work Arrangements 💪 FWA was one of the most discussed topics in SG last 2 weeks. From talent acquisition and retention perspective, FWA can help employers tap into fantastic pool of skilled individuals who may have stepped away from their careers for family care or other personal reasons. By having FWA, employer not just supporting employees work-life balance; we're also expanding our workforce availability and reducing long-term costs associated with rising manpower needs. Mature or seasoned talents feel more at ease in rejoining the workforce with FWA availability. Short term pain, long term gain. Change maybe seen as disruptive for now but a long term benefits in talent availability, manpower cost, talent retention , career resilience are in the horizons. #FlexibleWork #TalentRecovery #CareerResilience #WorkLifeHarmony #HRInnovation #TalentCostEfficiency #TeamSupport #FWA

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"Parang magkakabarkada lang sila" Last weekend, we facilitated a CliftonStrengths workshop with the Bizarre leadership team. We saw how a high performing team with really good psychological safety looks like. They're like friends but they can deliver high performance - maybe that's the reason why they've thrived throughout this years! One of the most fun groups we've facilitated despite some power challenges in the morning, everyone was so engaged and participative. It's amazing to see how their CliftonStrengths are coming together to form their culture. We allowed them to deep dive into it and understand their strongest points and their blind spots as a team. Thank you Bizarre leadership team! Ang saya makita ang pagsasamahan ninyo! Solid! ---------------------------------------------- If you're interested to do this with your team as well, please feel free to reach out. Let's help you maximize your team's strengths! #CliftonStrengths #Coaching #Workshop #LeadershipTeams #Culture

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I recently shared my thoughts on Gender Inclusion in the workplace, with Collective for Equality. In this article, I highlight the need for targeted actions, avoiding broad-brush approach, promoting fairness & equal opportunities and the crucial role of male allies in this journey. Sustainable Inclusion practices ensure that exclusion isn't left behind as a byproduct. Let's continue the conversation and more importantly actions.. #Genderinclusion #Inclusiveworkplace #Leadership #maleallies #HSBC

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𝐅𝐍𝐒 𝐂𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞𝐬 𝟐𝟎 𝐘𝐞𝐚𝐫𝐬: 𝐌𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬, 𝐌𝐞𝐦𝐨𝐫𝐢𝐞𝐬, 𝐚𝐧𝐝 𝐌𝐚𝐬𝐭𝐞𝐫𝐲 On 16 Nov, Facilitators Network Singapore (Official) marked their 20th anniversary year long celebration with a memorable dinner. As my contribution to this special occasion, I had earlier envisioned capturing FNS’ 20 years of milestones in a visually compelling way. What started as an ambitious idea quickly became a monumental challenge when Janice Lua, CMF, CPF-Emeritus and Prabu Naidu shared their list of milestones — it was… looooooong. What was I thinking?!!  20 𝘺𝘦𝘢𝘳𝘴!  Of course, the list of milestones would be long! That’s when I realised the true scale of what I’d set out to do. In a moment of uncertainty, I turned to my mentor, Tim Hamons, who graciously offered his guidance. Initially, the plan was straightforward: scribe everything on paper. But as they say, 𝘔𝘶𝘳𝘱𝘩𝘺’𝘴 𝘓𝘢𝘸 𝘴𝘵𝘳𝘪𝘬𝘦𝘴 𝘸𝘩𝘦𝘯 𝘺𝘰𝘶 𝘭𝘦𝘢𝘴𝘵 𝘦𝘹𝘱𝘦𝘤𝘵 𝘪𝘵! Unexpected challenges forced me to pivot to a digital approach. My first attempt? 𝐀 𝐜𝐨𝐦𝐩𝐥𝐞𝐭𝐞 𝐦𝐞𝐬𝐬! Tim’s feedback during a Zoom call was transformative. He suggested clustering the milestones instead of arranging them linearly, which brought much-needed clarity to the design. But the challenges didn’t stop there. The digital platform I was using couldn’t handle the resolution needed for large-scale printing. Determined not to give up, I took a leap—I enrolled in a Procreate course to learn an entirely new software from scratch, all to keep my vision alive. When I finally saw the finished piece printed on the 1.2mx2.4m canvas, it felt surreal. A task that had once seemed overwhelming transformed into a deeply fulfilling accomplishment, reflecting the effort and growth it took to bring it to life. 𝐌𝐲 𝐤𝐞𝐲 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: 𝐒𝐞𝐞𝐤 𝐦𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩: Tim’s guidance turned obstacles into stepping stones. 𝐀𝐝𝐚𝐩𝐭 𝐚𝐧𝐝 𝐥𝐞𝐚𝐫𝐧: Embracing digital tools and learning Procreate proved that growth often comes from stepping out of your comfort zone. 𝐓𝐫𝐮𝐬𝐭 𝐭𝐡𝐞 𝐩𝐫𝐨𝐜𝐞𝐬𝐬: Challenges that once seemed insurmountable became moments of pride and achievement. A heartfelt thank you to Tim Hamons for his mentorship and to Janice Lua, CMF, CPF-Emeritus and Prabu Naidu for the opportunity to bring this vision to life. This journey reminded me of what’s possible when we push through challenges and trust in ourselves. Close up of the graphic recording: https://lnkd.in/gmFz6Z6J #Leadership #GrowthMindset #GraphicRecording #Mentorship #Procreate #20YearsOfFNS

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Based on the report, it seems to me that almost, if not all, of the problems are the employer's weaknesses. The issue is whether or not employers are willing to invest for solution to enable FWA.

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#MNC, #SME or #GLC? This article is quite spot on for those few points which I can summarize as below: 1. Embrace Broader Responsibilities Pros - You are more specialist in specific role/ function in MNC vs SME that you are most commonly known as "#onelegkick" to cover all. Do not look at the #JD because most often you have additional tasks assigned that are not part of the JD. Cons - You will be easily retrenched due to your limitation of knowledge and experience while in SME you are #multitasking in different area that expand your knowledge. 2. Adapt to Fast Decision-Making Pros - Structured decision making which will help everyone to manage a project or new initiatives following the flow vs SME that can conclude the decision in 1 meeting. Cons - Better known as "#redtape" which can be quite energy draining for those that wanted to move thing fast while on the other hand one might not like the "fast and furious" method of changing to adapt to the market. 3. Innovate with Limited Resources Pros - MNC have research company, media agency, ad agency and so on hence the marketing team can focus in strategy and analyzing vs SME need to take on additional role to manage those requirement. Cons - One become too dependent on the agency or 3rd party to do it so during bad time if they are required to perform it themselves then they will struggle. 4. Integrate into a #Dynamic #Culture Pros - Organized on-boarding, #townhall meeting, meet and greet and so on making the new joiner felt they are joining a well established org and for SME usually quite a "hit and run" as everyone are quite busy with their own work. Cons - After a while, you will realize that all those MNC culture are just poster at the corner of the pantry. Saying and Doing it is 2 different thing. 5. Embrace Increased #Visibility and Impact Pros - Your work is highly visible in SME as MNC has larger team so if you need to be visible to the top management, you need to know how to "sell" yourself and navigate around the senior management. You will excel well once you can understand how to build network. Cons - Once you are visible in SME that also means come with more responsibilities and work. If the SME will appreciate and treasure you with better package and remuneration then that is ok. Most SME neglect this and that is when they started to lose their talent. I did not focus too much on GLC as in my personal view, it is quite a hybrid. GLC has a lot of SOP, protocol and structure like MNC but at the same time their culture, working style and team spirit can be quite like SME. In a nutshell, if you can survive in GLC, you will definitely able to navigate to MNC and SME. If you come from SME, moving into MNC can be a piece of cake but take note that most MNC reluctant to take someone from SME due to their mindset as they prefer someone from MNC. https://lnkd.in/gSXiSDrT

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As I celebrate another year on May 15, I'm struck by the coincidence that this day also marks a significant moment in Singapore's history—the passing of the baton to its fourth Prime Minister. It's a curious alignment of personal and national milestones, making me wonder what this transition might bring, for better or worse. And in pondering this, I'm reminded of a simple truth: empires come and go, and so do the fortunes of nations. Growing up alongside Singapore's journey, at the time of its ascending progress with its founding Prime Minister, I've seen a determined generation transforming the small island nation to a global success story known for its careful planning and adaptability. Yet, as we stand on the brink of a new chapter, I'm mindful of the uncertainties that lie ahead. History teaches us valuable lessons—lessons about resilience, about humility, and about the cyclical nature of success. The rise and fall of great powers remind us that nothing lasts forever, urging us to approach change with humility and caution. The Chinese proverb "富不过三代" (wealth does not pass beyond three generations) reminds us that prosperity is not guaranteed, and that we must work continuously to sustain it. As Singapore prepares for new leadership, the challenges are many. The incoming leader inherits a nation that has achieved much but faces new challenges in an ever-changing world. But leadership is about more than just guiding a nation—it's about understanding the needs of its people and working tirelessly to meet them. The new leader must champion policies that promote inclusivity, sustainability, and resilience, ensuring that all Singaporeans can share in the country's success. The new generation is different from my generation and the generation that came before me, in their loyalties and aspirations. Reflecting on Singapore's journey, I'm reminded of the responsibility that comes with leadership. Success is not guaranteed, and it requires dedication and foresight from those in charge. By embracing this wisdom, Singapore's leaders can pave the way for a future defined by resilience, inclusivity, and sustainability. And as I look ahead, I do not know whether life is going to be better or worse, but as a citizen, I can only choose to be hopeful that the next leader could shape a better outcome for us and generations to come. #singapore #singaporeans #reflection #reflections #tuesdaythoughts

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Now, more than ever, HR leaders play a pivotal role in weaving sustainability into the organizational culture. HR leaders emerge as indispensable architects of positive change because people are the core of any transformation. Our Asia-Pacific People Consulting Leader Shinichiro Uzawa told @Chief of Staff Asia how CHROs act as change agents for a sustainable future. Putting people at the center of the transformation is the key. #CHRO #humanresources #sustainability #transformation #humancenteredcxo #betterworkingworld

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Last evening, i shared perspectives on the evolution from VUCA to BANI in leadership and technology during an engaging panel discussion in Nanyang Technological University Singapore 's IMBA program. While we've long operated in a VUCA world, today's challenges have evolved into something more profound - what futurist Jamais Cascio calls BANI (Brittle, Anxious, Non-linear, Incomprehensible). In our discussion, we explored how seemingly robust systems can shatter suddenly (Brittle), creating a constant state of anticipatory stress (Anxious) in our organizations. The non-linear nature of change means that cause and effect no longer follow predictable paths, while the sheer complexity of our interconnected world often exceeds our ability to comprehend it. Yet within these challenges lie opportunities. We discussed how leaders can build antifragile organizations by embracing: • Flexibility over rigid efficiency • Empathy and psychological safety to counter anxiety • Pattern recognition and systems thinking for non-linear challenges • Contextual intelligence to make sense of the incomprehensible Grateful to Prof Dr KOH Cheng Boon for facilitating such a thought-provoking session and to Kelvin Kok for the engaging dialogue. Your perspectives enriched the conversation significantly. #Leadership #BANI #FutureOfWork #DigitalTransformation #Innovation"

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Isn't life beautifully unpredictable? I fondly recall my vibrant journey with my colleague Edmund Chan at HP, where we relentlessly pursued excellence and personal growth. Today, our paths have crossed in a different light, with Edmund evolving from a colleague to a valued client. This shift in dynamics is an emblem of enduring professional relationships. It's like an artful dance, ever adaptable and free-flowing. Our shared past enhances our present interactions, cultivating a mutual understanding that's hard to come by. Today, platforms like #LinkedIn are integral for nurturing such relationships. It's not about fleeting connections, but meaningful, long-standing alliances that adapt and flourish with us. As we embrace the week ahead, let's ponder: Think about the professional relationships that have grown with you over time. Have any unexpected alliances stood the test of time and transitioned just like my relationship with Edmund Chan? How these relationships have influenced our professional identities. How have they shaped who we are today? Delve into these questions as you map out your week. Here's to a Monday full of purpose, reflection, and the nurturing of valuable professional relationships! Hit the like button, follow, and comment if you like my post. 😀 https://lnkd.in/g89x-5cT My Superpower: https://bit.ly/3SN6eBL #AskCoachFab #AuthenticFab #Authenticpointsg #AuthenticmomentwithFab #LBFAlumni #SkyHighTower #AmusingFab4949 #ValuableProfessionalRelationship

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Looking to retain top talents in Singapore’s competitive market? Deferred compensation is a strategic tool for long-term employee retention. By offering employees the option to delay a portion of their compensation package, companies can foster loyalty while assisting them to plan for their future. Help employees reduce immediate taxable income and create a financial incentive for key players to stay and thrive with your business. Invest in your workforce, invest in your future. 💼 #DeferredCompensation #EmployeeRetention #SummitPlannersCluster

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