Alison Shee (MSHRI, CSFC and IHRP-SP)

Workplace Transformation isn't easy. It needs renewed understanding, refreshed mindsets, and resetting of ways of working. Tranformation attempts fail because of the slippage on the basics. It all starts with the leadership team and their being invested in the intent, process and outcome of transformation journey. The Six Key Levers of Transformations- - Leadership’s willingness to change - A shared vision of success - Culture of trust and psychological safety - Balancing execution and exploration - Understanding that technology carries its own emotional journey - A shared sense of ownership over the outcome Your Thoughts/experiences? HBR article link in comments. #transformation #organizationchange #leadership #organizationtransformation #leadershipvision #execution #culture

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In 2025, the landscape of leadership is evolving towards 'Inside-Out leadership'. The increasing demands from various stakeholder groups necessitate a shift in focus towards multiple, often conflicting priorities. While technology plays a crucial role as a supportive business partner, relying solely on it may not provide a sustainable competitive advantage. Operational, financial, and traditional business skills are no longer sufficient in this dynamic environment where constant reinvention is essential. Self-awareness, reflection, and fearless exploration are the foundations of learning and growth in this new era of leadership. McKinsey emphasizes the importance of 'inner work' for leaders to effectively navigate the diverse challenges they face, enabling them to unlock the potential of individuals, teams, and systems. Infact the integration of AI's analytical capabilities with leaders possessing exceptional interpersonal skills is key for organizations to achieve unprecedented success. Amidst the technological advancements aiming to emulate human capabilities, the true essence of humanity lies in individuals embracing their human qualities. Therefore, dedicating consistent time to 'understanding and leading the self' becomes paramount in this journey towards Inside-Out leadership. Reference: McKinsey's insights on 'The Inside-Out leadership journey: How personal growth creates the path to success' [Link to McKinsey article: https://lnkd.in/gkYFyPDX] #insideoutleadership #leadership #leadershipdevelopment #selfdevelopment #growth #modernleadership #success #selfawareness #organizationdevelopment #organizationalsuccess #newyear #2025

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Thanks to HRM Asia for highlighting the importance of strong (and authentic) leadership in the journey of Inclusion, Diversity and Equity. As my peer Sophie Guerin says so well here, that DEI is being top of mind and integrating into core business and strategy as DEI does impact the bottom line. Leaders are not only responsible for business growth, but also cultivating culture that ensures all employees feel valued, respected and belong. This impacts retention rates, employee engagement and branding of a company that ultimately determines the success and profitability. #inclusionMatters #InclusiveLeadership

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🌈 Normalizing LGBTQI+ Expression in Everyday Life 🌈 “At lunch one day, Damien saw two men holding hands, laughing openly, and sharing a quick kiss. He felt a pang of discomfort, unsure why it bothered him. Later, a male colleague wore eyeliner to work—it was bold, and Damien was caught staring. During a meeting, another co-worker casually mentioned his husband, with a photo on his desk, and Damien felt oddly awkward, like he was intruding. When they all discussed Pride plans, Damien wondered why they were so vocal about their lives.” Have you ever paused to reflect on why some everyday behaviours make us uncomfortable? Holding hands in public, discussing a partner at work, or celebrating individuality through style shouldn't be seen as bold—they're simply human expressions of love and identity. It's time to challenge biases and normalize these nine behaviours associated with LGBTQI+ individuals! Reflection: When discomfort arises, ask yourself—is it them, or is it me? Growth begins when we confront our own biases. Let’s build a world where everyone feels seen and valued. 🌟 #InclusionMatters #LGBTQIAwareness #EmpathyInAction #CelebrateDiversity #EqualityForAll

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Being an inclusive leader doesn’t mean just surrounding yourself with a diverse team. It entails truly drawing on everyone’s perspectives to gain a 360 degree view of the situation, and leveraging the brainpower of the team to the fullest, in order to reach a more informed decision.

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Digital First HR - my latest insights on the evolving landscape of HR! 3 articles that explore a digital-first approach. Digital-First Mindset in HR: Discover the transformative power of integrating digital strategies into HR practices. https://lnkd.in/gPnt3q-N The 4 Stages of Digital Maturity: Learn about the four key stages that define a digitally mature HR function and how to navigate through them. https://lnkd.in/gQkPvdug   The Digital-First Function Experience: Explore the comprehensive experience of a digital-first HR function and its impact on business success. https://lnkd.in/g5tQ_wpE #DigitalHR #HRTransformation #BionicHR #Leadership #HRTech

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Best Practices for using AI in HR : In nutshell leverage on the Technolgies but never leave the human centricity touch at any cost 🟢 https://lnkd.in/gwEczK68

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Recently, while looking for a past colleague's number, I stumbled on our texts from almost 5 years ago. It took me right back to that moment, I remember it perfectly and what it felt like. We had just launched a company-wide culture and engagement study after years of persistent effort. This wasn't just another HR initiative; it was the finale to the 4 year strategy we had been actioning one small win at a time. But this was a big one, being able to capture the unfiltered, thoughts, feedback, ideas and insights from employees. It meant as a company, we were being an open book in learning if all the past initiatives we had invested in were working and resonating with our staff. It was a pretty volunerable moment for everyone involved. And even with that in mind, the excitement in these messages shows a team deeply invested in making a real difference. Looking at this now, I'm struck by two things: 1. The enthusiasm we brought to our work. Often, younger professionals are unfairly labeled as disengaged or uncommitted. But here's proof of the passion and dedication we poured into our projects. 2. How that excitement hasn't faded with time. Five years later, I still approach client partnerships and new initiatives with this same level of energy and anticipation. This was a good reminder that the enthusiasm of young professionals doesn't have to be a fleeting phase – it's valuable and can drive innovation and positive change, especially if you can figure out how to inspire it throughout a career. I'm curious, how do you keep this kind of enthusiasm alive in your teams?

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Need a fresh perspective on your people initiatives? Check out our newest hub for all things #employerbranding, #talentexperience and #leadership. We’ve placed all our research ans insights into one central hub to help HR leaders around the world navigate the pulse of the modern workforce. Dive deeper and shape the future of work with TalentView Pulse.

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Congratulations to People Matters Global for a successful conference, TechHR Singapore 24, the largest conference on people and work technology in Asia. It has been an invigorating experience thus far with extremely insightful presentations and panel discussions focusing on significant topical areas in HR and HR Tech, all wrapped up in a day. Jason Averbook's closing session on AI was particularly intriguing and refreshing by taking the myth out of the real potential of AI including rules-based systems, machine learning, deep learning and generative AI. The event has drawn an impressive list of speakers, HR professionals, business leaders, tech analysts, influencers and mavericks/innovators addressing contemporary issues in HR, and more importantly, how technology (through AI, analytics and emerging platforms) plays a critical role in driving organizational transformation, a culture of agility and how HR leaders can truly become major architects of change. In addition, how we as CHROs can continue to make an impact on the strategic vision of our organisations and create enhanced shareholder value for our Boards. #HRSG #CHROs #HRTech #HRinnovations #Peopleleadership People Matters Global BoardRoom Group Tacey Li

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In a world that feels like it's spinning faster every day - global pandemics, geopolitical tensions, economic rollercoasters - organizations need more than just strategy. They need AGILITY. And that's exactly what we're bringing to the table! In September we were at the National human capital conference in Kuala Lumpur to explore how Malaysian organizations think about adaptability. And we spoke to different HR practitioners. Our JUSTHR team unveiled 6 powerful ICAgile training programs designed to transform how professionals and organizations respond to change: ➡️ Business Agility Foundations (BAF) ➡️ Agile Project Management (APM) ➡️ Leading with Agility (LEA) ➡️ Agile Coaching (ACC) ➡️ Coaching Agile Transformation (CAT) ➡️ Agility in Human Resources (AHR) What makes this special? These aren't just training programs - they're transformation blueprints! We've already seen massive success in Singapore, with over 1,000 professionals trained. Now, we're bringing this game-changing approach to Malaysia. The response was incredible. Professionals are hungry to learn. Managers are eager to adapt. Organizations want to build resilience. Our conversations went beyond just training - we discussed real challenges: ↪ How to build teams that can pivot quickly ↪ Turning uncertainty into opportunity ↪ Creating workplace cultures that thrive under pressure Harvard Business Review research shows agile organizations are 3.5x more likely to outperform competitors. We're not just teaching a skill - we're unlocking potential! Want to discuss about how we can build a more adaptive, resilient future together! Drop me a DM! #Agility #ProfessionalDevelopment #FutureOfWork #Malaysia 

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If you’re in #HR and thinking about, or using #AI #Tech in your work, would take a few minutes to answer a quick survey about how you see the tech, and perceive the opportunities and challenges. Some incredible students from UTTyler are digging in, and they need your help. Link is right here: https://lnkd.in/gCgK9Qas. 🔥 Too easy and — thank you!

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Employee Engagement Surveys... How do you turn data and feedback into action? Had a really enjoyable webinar session earlier with NUS Charity talking to a group of Students' Union leaders and HR professionals about using engagement survey data to create meaningful change. Key takeaways were: 👂 Engagement surveys are a great source of data - but only one source of data. Use them in conjunction with exit interviews, focus groups, KPIs etc - listen hard to understand what is going on in your organisation. 📓 It's so important to create a clear and compelling story. What is the narrative that accompanies the feedback? 🥰 Focus on improving employee experience not just increasing engagement. 🎉 Find pockets of great practice. Shine a spotlight on them and celebrate. There were some great questions and discussion - thank you to all those that came along. #EmployeeEngagement #StaffSatisfaction #EmployeeExperience #StaffSurveys

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SPHRi | Module 5 | HR Information Management, Safety, and Security Hi HR executives, HRDs and VPs HR! Let’s look into what we will be dealing with at the SPHRi sessions of Module 5: - How to align HR data privacy and security processes to organizational data protection strategies - Why to evaluate employee safety and security strategies - What are the challenges of leading, implementing, and evaluating HR digitalization initiatives   Competencies to master: - Strategic thinking - Collaboration and Support - Proactiveness Interest and registration: https://utc.com.kz/sphri #sphri #hrd #hrvp #hrleadershiptransformation

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Even though everyone is jostling with fast paced change, change doesn’t comes easy! Here are 10 beliefs that get in the way of Organizational Change- 1. ‘Meaningful change happens slowly’ - instead the moment that matters most for an impactful change is now! 2. ‘We can do it later’- instead comfortable inaction is riskier than uncomfortable action! 3. ‘Other people’s time is an abundant, low-cost resource’ - Actually, the leaders who don’t get speed right tend to use other people’s time casually. 4. ‘We need more information’ - Jeff Bezos argued that most decisions should be made with about 70% of the information you want. 5. ‘Going fast is reckless’- instead as in skating over thin ice, our safety is the speed! 6. ‘Going slowly is righteous’- If you agree to this then better reassess if you have created enough trust and psychological safety in your team! 7. ‘Our people are stretched too thin’ - Check if it’s a symptom of a deeper concerning issue like organizational anxiety or burnout! 8. ‘We have to be great at everything we do’ - instead prioritise if you have to excel! 9. ‘Structure is the enemy of speed’ - instead creating good, clear operating systems is the best friction-reducing strategy! 10. ‘We need more time to prepare’ – instead, for successful change, reduce the gestation period of change!   Courtesy: Frances X. Frei, Anne Morriss #dontkilltime #change #organizationchange #changeorperish #changemanagement #leadership #organizationaltransformation      

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🔎 What does it take to deliver world-class implementation? 🔎 What is the role of HR in today's digital world in transforming an organization? 🔎 What are the hard-won insights from top-performing organizations? These are the key questions I will be addressing on the morning of September 12th in Singapore. I'm looking forward to the opportunity with B.Connected, and thank them for the invitation. #strategyimplementation #worldclassimplementation Binu Balan

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“Career Navigator Test” - Sharing with you all test link. This is 20 minutes on line psychometric test https://lnkd.in/gPAJPW5A We at High Potential Career Planning are always in the pursuit of Career excellence and helping senior management professionals Keeping this in mind, we are proud to launch the Career Navigator Test. The career navigator test gives a 360 degree understanding of one's career. Test report highlights the strengths that are working in your favour as well as limitations and areas of improvement. We urge all of you to please attempt the test and get a detailed report, giving you clarity on your career progression. Post test for interested professionals we will be setting up one hour free coaching mentoring session - to help them understand and discover a bit more Helping people to be more “Happy” help them to work out career strategy and plan to maximise commercial value for each one of you Clarifications if any please connect with [email protected] mobile number is +91 836-9216104 https://lnkd.in/g4nck-vz Like and follow us for articles , tips and inputs for your career progression - career guidance https://lnkd.in/gy8MVN94 #Career# #Test# #Navigator# strategy# #unfolding#

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“Career Navigator Test” - Sharing with you all test link. This is 20 minutes on line psychometric test https://lnkd.in/gPAJPW5A We at High Potential Career Planning are always in the pursuit of Career excellence and helping senior management professionals Keeping this in mind, we are proud to launch the Career Navigator Test. The career navigator test gives a 360 degree understanding of one's career. Test report highlights the strengths that are working in your favour as well as limitations and areas of improvement. We urge all of you to please attempt the test and get a detailed report, giving you clarity on your career progression. Post test for interested professionals we will be setting up one hour free coaching mentoring session - to help them understand and discover a bit more Helping people to be more “Happy” help them to work out career strategy and plan to maximise commercial value for each one of you Clarifications if any please connect with [email protected] mobile number is +91 836-9216104 https://lnkd.in/g4nck-vz Like and follow us for articles , tips and inputs for your career progression - career guidance https://lnkd.in/gy8MVN94 #Career# #Test# #Navigator# #strategy# #unfolding# #Potential#

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