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Challenges Modern Leaders Are Facing Today
01 | Build Leadership Capacity
In order to lead others effectively, a leader should not only have professional business knowledge and skills, but also show his/her true leadership. Leaders need to make good use of their core values and some of their personal characteristics in order to truly integrate themselves with their leadership roles and provide continuous growth momentum.
02 | Employee Engagement
Employees should feel connected to their companies' overall purpose, mission and values and clearly understand the impact of their contributions on the growth and recovery of their organization. As employee engagement directly impacts every aspect of business growth, this is one challenge that leaders should definitely watch out for.
Leaders should focus on creating an employee engagement strategy that is innovative, human and agile to keep up with the changing times.
03 | Workplace Flexibility Expectations
According to Harvard Business Review, employees now consider workplace flexibility as important as salary. Business leaders need to put more effort into designing operational models that are suitable for organizational development and ensure employee flexibility, including employee care, information communication, team cohesion, and performance achievement.
04 | Leaders' Self-adjustment and Learning
Leaders are always on the front lines of dealing with the challenges facing the organization, but don't forget that focusing on the leader itself requires self-adjustment and continuous learning. How can leaders empathize with themselves and make good use of their personal values when facing pressure and challenges? Only in this way can they truly empathize with others and create relationships and connections, so that things can be effectively handled.
05 | Developing & Retaining Talents
Most of the reasons responsible for record-breaking resignations, like upgrading to a better pay package, reevaluating work-life priorities or dissatisfaction with the workplace culture, in many ways, stem from an organization’s inability to develop and retain talent.
Understanding the root causes of why people are leaving your organization, improving workplace culture and developing a tailored retention program could help a company reduce the number of resignations.
06 | Transformation of HR Professionals
The main tasks of HR professionals have gradually become strategic partners of enterprises from routine administrative work. In addition to participating in and helping to drive major decisions in the company's operations and management, their responsibilities are increasingly diversified, ranging from employee health care during the pandemic to thinking about how to bring people back to the office or develop more flexible working patterns to achieve the goals of retention and retention and growth of the organization.
Reference: ManagerToday, Forbes
Corporate Service
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Leadership Coaching
- For: Supervisors, Team Leaders, Entrepreneurs
- Method: Audio or video call, with weekly or bi-weekly sessions, for a timeframe of 3-6 months.
- Content: Customized discussion based on leadership and team status, discuss and adjust goals and direction. Common topics include: influencing others, team leadership, team communication, leading change, innovation, managing conflict, operating in matrix organization, etc.
- Features: Through coaching, leaders can get out of tedious routine tasks to pause, redesign and explore in different perspectives, and create new mindset and adjust operation models for you, your team and the organization that you serve.
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Team Coaching/Facilitation
- For: Corporate Teams, Start-up Teams
- Method: Video call, time frame depends on the project.
- Content: Customized discussion based on project needs, proposals and planning designs according to client needs. Common solutions include: Participatory strategic planning (medium to long term planning), action learning, Team of Image Change, team building, etc.
- Features: Through the role of a coach/facilitator, create a psychologically safe space for the individual and team to communicate, help the team express hidden feelings or voices, constantly build trust within the team, stimulate team potential and to strengthen the team’s connection and creative thinking ability.
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Human Resources Consulting
- For: Organizations who want to build or transfer to Human Resource (Talent and Culture) Function for Small-Medium Enterprises and HR teams.
- Method: Carried out on a project basis, the time frame depends on the project.
- Content: Customized discussion needs, proposal and planning design. Common solutions include, corporate brand optimization, human resources system construction, team system establishment, human resources strategy planning, etc.
- Features: With previous experiences of in-house human resources background and current role as external coach/facilitator, we can find the balance for emotional and logical needs and between employees and employers and create a warm human resources strategic plan for the company's vision, values and long-term goals.
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