Monthly Archives: July 2018

Reverse Mentoring in Action

We see a lot of companies around Asia trying to improve communication. The concern is that, with talent shortages in so many markets, they need to get the best they can out of every employee, and that means no one should be keeping their skills or their good ideas to themselves. The biggest challenge for […]

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Setting Expectations for Communication

One of the most important elements of your organizational culture — one of the things that most powerfully determines your employees’ performance — is the set of expectations they have about what is expected of them. People will perform based on the requirements of their role, the goals you set, and the desired working style […]

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Did You Know???

When your employees coach each other they can have a very strong impact on the organization’s overall performance. If they do not somehow make it a priority, though, it will always fall behind the immediate value-creating work they do. This is especially true if your employees feel like they’re in some sort of competition with […]

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Distinguishing Between Creativity and Innovation

The economic advisor at a fintech startup reached out to us recently, as he was new to the startup scene after spending years in a bank, and he had a few questions. As we talked, the team noticed he used the words creativity and innovation interchangeably. We finally decided to stop him and have a […]

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Getting the JD Right

Job descriptions don’t get a lot of love. All too often, your people will look at them and say, “Yeah, that’s what the JD says, but let me tell you what the job REALLY is.” And that’s too bad. Why? Because the JD is the easiest place to start setting expectations about the role, and […]

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Gender Diversity and Business Performance

A recent study completed at National University of Singapore found a correlation between gender diversity within business leadership and that company’s performance. This is not the first time this has been demonstrated, even in Asia. One 2015 study in different Asian countries found that companies with more diverse leadership saw a higher return on equity. […]

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