Zaman Berubah - Adakah Cara Kita Berubah?

1. Pada zaman pertanian, kebanyakkan orang bekerja sebagai petani. Pada zaman tu kebanyakkan orang bekerja di ladang dan sawah bendang. Mereka menggunakan kekuatan fizikal. Siapa lebih kuat fizikal, mereka lebih berjaya dalam kerjaya. Zaman ini apa yang saya gelar zaman fizikal.

2. Selepas zaman perindustrian, manusia mula untuk berfikir. Banyak perkara dicipta untuk memudahkan pekerjaan. Mereka yang berkemahiran dalam mengendali mesin lebih mudah berjaya. Kekuatan fizikal tidak lagi relevant ketika itu.

3. Bila syarikat menjadi besar, manusia terpaksa berfikir untuk menguruskan organisasi. Pada zaman informasi, kepintaran seseorang akan menjadikan mereka berjaya. Pada zaman informasi, mereka yang mempunyai pendidikan lebih mudah berjaya berbanding yang berkemahiran. Pada zaman tersebut, paper qualification sangat penting kerana ia membezakan siapa yang berilmu. Kemahiran vokasional sudah menjadi kurang penting berbanding mereka yang mendapat pendidikan tinggi di universiti. Zaman ini apa yang saya gelar zaman mental atau kognitif. IQ sangat penting.

4. Sekarang zaman sekali lagi berubah. Zaman sekarang informasi menjadi komoditi. Mesin mula mengambil tugas manusia untuk berfikir secara intelektual. Big data dan analytics menyebabkan kemahiran berfikir boleh diberi kepada teknologi. Apa yang penting adalah kemahiran menjadi manusia. Emotional intelligence. Empathy, perspective taking. Ini merupakan perkara yang teknologi belum lagi boleh buat.

5. Sebab itu zaman sekarang sibuk orang bercakap tentang experience economy. Customer service dan customer experience sangat penting. Hanya dengan memahami emosi manusia kita dapat mencipta perniagaan yang menguntungkan.

Engagement at Work

Engagement -- is the buzz word that we keep on hearing. According to Gallup study in 2013, only 13% of the workforce are highly engaged. That means most people are not engaged at work and this could lead to performance loss by the organization.

But how do we keep people engaged? 
Most of the time, companies who are looking solely at the bottom line will assume people also looks at bottom-line. They started to pay a higher salary to retain their top talent. However, statistics show higher salary does not contribute to higher engagement. Even though they get a higher pay, they quit the job sometimes for the lower pay but more engaging job. How do we create an engaged workforce so that our people can live up to their potential?

Categories of people in organization

In school, we were trained to get all the knowledge. Exams were designed to test on our competencies in a subject (well, some exams to test our ability to memorize the content). But we were never thought to be engaged in work. 

Leading Effectively in the 21st Century - What can we learn from Top Companies for Leaders?

Leading in the 21st century could not only rely on 20th century wisdom. The environment is changing. The new reality is that we are living in a VUCA environment - volatility, uncertainty, complexity, and ambiguity.

AON Hewitt did a study on Top Companies for Leaders® and find out that top companies have certain characteristics:

1. They have self-aware leaders  who understand their personal strength and weaknesses, and use this information to become more effective leaders of others.

2. Build resilience in their leaders through stretch experience, encouragement and support for taking risks.

3. Identify and build engaged leaders who connect strongly with their people, and the team to organization's purpose and mission.