Productivity and performance

Asia’s female leaders: How to be more confident at work

Simone Wu — Fri, 17 Jan 2025 07:00:00 +0000

Asia’s female leaders: How to be more confident at work Simone Wu

Confidence can take a dip when you work in a toxic environment, fail a test, fall out with a loved one or experience a setback at work. Everyone experiences low confidence levels in various degrees.

How confident you feel comes from life experiences related to culture, trauma, childhood bullying, parenting style, race, gender and sexual orientation – even the most highly driven individuals can experience the classic symptoms of impostor syndrome.

Understand women's confidence levels globally

The Women's Confidence report, published in March 2021, found that globally, women's sense of confidence is moderate. Commissioned by an American cosmetics company, IT Cosmetics, and conducted by consulting firm Eranos, this global women's confidence report was conducted over three years in 11 countries with 11,176 women between ages 18 to 69.

The study found that women in Mexico are the most self-confident, followed by those in China, the USA, Russia, Germany, Australia, United Kingdom, France, Hong Kong, South Korea and Japan.

Researchers for this report also worked with academic experts, and successful and confident women to provide a well-rounded perspective on a woman's confidence. According to this white paper, confidence stems from 14 different interior and exterior sources, such as intuition, resilience, routine, spirituality and support system. How you draw from them is directly related to your personality, the time of day and your current life stage.

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A brief overview of experiences that influence a woman's level of confidence from this report

28% of Australian women, or almost one in three women, affirm that they have special skills as women in a professional context, which gives them an advantage over men. This echoes the idea that womanhood gives them an edge over their male counterparts.

81% of Chinese women believe that their condition can be improved by banding together – an exceptionally high ratio compared to other countries. Chinese women are more than aware of the key role they play in society and family, as opposed to men. In a country where protests are not common practice, women are very conscious of the cause that binds them together.

62% of Hong Kong women say that they would hesitate to break the rules even if they deemed them unwarranted. Respecting the rules is still a strong cultural standard, and contesting them openly is not welcomed.

34% of Japanese women, or more than 1 out of 3 Japanese women, think that all bad things happen for a reason, and we have to accept that, even if it is hard. The ability to accept fate is valued in Japan. On top of that, almost one out of three Japanese women say they feel stress or anxiety very often.

63% of South Korean women seek inspiration and strength from their predecessor’s experiences. In work, family, individual and social situations, in general, Korean women draw great lessons from those with more remarkable experience than them.

A lack of confidence can slow down career advancement for women. In 2019, research carried out by My Confidence Matters and the University of Glasgow found that 79% of women lack confidence (compared to 62% of men) when it comes to their careers and speaking up at work.

On top of that, LinkedIn’s Gender Insights Report found that women feel that they need to meet 100% of the job description criteria before applying for a job. In comparison, men would often apply for a job after meeting about 60% of the job description.

This confidence deficit can lead to many minor issues that will build up to have a significant impact on women’s careers. Creating a psychologically safe workplace can drive meaningful behavioural shifts, according to the Grant Thornton Women in Business 2024: Strategies for Success Report.

“Following female leadership calls and conferences, I’ve seen women become more empowered and determined. Hearing from each other gives them greater permission to be their authentic selves,” shares Ngozi Ogwo, CEO at Grant Thornton Nigeria.

For instance, when women do not speak up at appraisals, they miss the chance of getting promotions and negotiating for a higher salary. Also, when you feel confident, you are more likely to act on criticisms with a positive and motivated mindset than to dwell on negativity.

Advice from Asia's female leaders: Ways to build confidence

To build confidence, it is firstly essential to identify the cause of the lack of confidence. (Here is a quick confidence quiz you can take.) And from there, work on how you can become your biggest cheerleader. Ahead, 11 female leaders share their tips for building confidence.

“In the face of new world norms, to gain confidence, leaders today have to possess a strong conviction, trust our instincts to take calculated risks, develop a lifelong sense of curiosity, excel in navigating through ambiguity to form meaningful learnings and reframe mindsets to see failures as opportunities.” – Alison Ee, Director, Head of Customer & Marketing, Omni Grocery Business at FairPrice Group.

“A good start is to model leadership – by taking a page from the many leaders, we see around us. No one is born a perfect leader. We all build a unique stack of different skills, such as communication, strategy, and people management, that help us become better managers throughout our careers. Having said that, modelling will only take you so far. After some years of experience, it’s just as important to transition to trusting yourself, your instincts, and that stack of skills you’ve now developed fully.” – Angelia Teo, Founder at Futura.

“What’s worked for me is taking risks and stepping out from my comfort zone, which sounds unusual coming from a Chief Risk Officer, but it’s really about taking calculated risks. Also, speaking at conferences and publishing thought leadership articles help build my confidence too. I enjoyed that connection with people, and that also helps me build confidence. Another way to build confidence is to have a sense of passion and purpose in whatever you do.” – Anita Menon, Chief Risk Officer at Prudential BSN Takaful Berhad.

“I was not born with confidence. I had to work on it and build it up over time. I think having the humility to know that I am not perfect is one thing. The second thing is to know that, sometimes, things fail no matter how hard I try. It is about the ability to learn from your mistakes and rebound from failures. Also, I was a math major, so my approach is to look at problems, no matter how complicated they seem, and break them down into little pieces. So to me, confidence is not about having no fears. It is, realising that you have the strength to overcome those fears.” – Farra Siregar, VP, Strategic Partnerships at Zuellig Pharma.

“What really helped me was being able to come to the realisation of my weaknesses. I do believe my own strength, as well as knowing my weaknesses are important. One of the ways to gain more confidence as a leader is to embrace my weakness. I am a quick learner and fast thinker, which can also, at times, become a weakness. If you think you need to know everything in your team, you’re in trouble. For example, I’m not an expert in manufacturing or supply chain as I grew up in marketing and sales before becoming a general manager. So instead of hiding the fact that I have certain knowledge gaps in these functional areas, I try to embrace them by pausing before speaking. And by asking more questions before I jump to conclusions.” – Huilin Min, Vice President & Managing Director, Castrol Greater China

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“I realised that to gain confidence, I needed to practise. It’s all about practice. A lot of people were asking technical questions, and I started to spend a lot of time presenting in conferences; every year in the early 1990s, there were four to five conferences around the Asia Pacific. So I started to build confidence by [doing] repetitive work, repetitive presentations, each time trying to figure out what to do better than the next, and hearing feedback from people and what works for them. So it’s gaining confidence by pushing yourself into areas that make you uncomfortable. I still have butterflies in my belly every time I go up on stage!” – Irene Oh-Buhrfeindt, Vice President in Sales and Commercial Strategy, APAC at Tronox Limited.

“Everybody learns from their lessons and failures. That is how we can achieve success. I’m not sure if you have heard of the writer from Japan called Junichi Watanabe. He wrote a book called The Power of Insensitivity, about the sensitivity of [people], about how we care about the comments of others, about our failures, about how we are fragile. We call this ‘office glass heart’, so if you have an ‘office glass heart’, that is a problem. You will be easily beaten and lose your confidence. That’s why, according to Watanabe, we need to build up this power of insensitivity, put aside the comments from others and do the right thing. Gradually, the confidence will grow. At Ping An, we call this ‘AQ’, or ‘Adversity Quotient’. It is your ability to stand up in a challenging environment.” – Jingle Pang, Group Head of Business Tech & Ops at Zurich Insurance

“It always starts with domain knowledge. Confidence, for me, always comes from a good mastery of whatever that thing is. The second factor is about having a support system. Having a group of advisors, such as mentors, sponsors, your peers, your friends or family members, who can see you, see the value in you, that can really help you.” – Paula Wang, Managing Director, Google Play, APAC at Google.

“Knowledge is important. As I’ve said before, I benefit from the fact that my work and personal life are so closely aligned. The rest of it has to do with preparation. Do your homework because nothing replaces that. It adds to your knowledge and ability to solve big problems. I have also gained experience and confidence by working with people, gathering inputs and taking feedback, especially when preparing for critical decisions. So my advice is this: keep learning and keep practising. I learnt so much from interacting with my children, and it is incredible when they tell you the most honest feedback. I think, in life, we have to learn to receive feedback in the raw form. Don’t miss those opportunities. Sometimes you build confidence just by engaging with your own children.” – Penny Wan, Member Board Of Directors at Dr. Reddy's Laboratories.

“Confidence comes from deepened competence and capability: Read widely, learn continually through courses, industry and peer dialogues, and equivalent professional platforms to triangulate insights and form unique points of view. You can also find someone more senior and from a different field to mentor you and harness alternative perspectives. In turn, take on younger individuals as your mentees to give back the knowledge acquired.” – Romona Loh, Deputy Director, Ministry of Trade and Industry, Singapore.

“Self-care. A person who is happy and well can lead better. You’re relied upon for decisions and motivation for the entire team. What you do is very contagious and can impact everyone. So caring for yourself, ensuring that you exercise and sleep well, that’s probably the most important thing. So when it comes to self-doubt and self-criticism, just being aware of these thought processes allowed me to understand that they are just that – thoughts. They are not real.” – Teresa Condicion, Founder and CEO of Shoplinks.

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The ultimate guide to acing your performance review and boosting your career

Anonymous — Thu, 11 Jul 2024 03:23:20 +0000

The ultimate guide to acing your performance review and boosting your career Anonymous (not verified)

While performance review season can be stressful, it can bring opportunities for growth and career progression. When you enter your performance review session well-prepared with your professional highlights and achievements, it can open doors to new opportunities and move your career forward.

If you are a people manager, your role and work performance extend beyond your own performance evaluation. Prioritise setting your direct reports up for success when conducting their performance reviews. That contributes to your work performance too.

Whether you are an individual contributor or a supervisor, here are some helpful tips to effectively prepare for your bi-annual and annual reviews and the steps to take after your performance review to ensure future success. in your career.

Before your performance review: Get ready to shine!

1. Reflect on your achievements and challenges

Gather evidence of your successes, such as specific projects, numbers, or client feedback. Consider areas where you faced difficulties and what you learned from those experiences. This will give you a clear understanding of your contributions and areas where you can grow.

By looking at past performance review examples, you can highlight how you have addressed feedback and improved. This approach ensures your employee performance review showcases your achievements and progress accurately.

Here is an example of how to do this:

Past employee feedback: "John should focus on improving his conflict resolution skills. While his leadership is strong, addressing team conflicts more proactively would enhance overall team dynamics."

Preparation for this year’s review: "Over the past year, I have focused on improving my conflict resolution skills, as suggested in my last performance review. I completed a conflict resolution training program and implemented proactive strategies within my team. As a result, I successfully mediated several team conflicts, leading to a more cohesive and collaborative team dynamic. This effort has not only strengthened my leadership but also contributed to a more positive work environment."

2. Align your review with company goals

You can enhance your impact and relevance during this formal assessment by clearly connecting your individual efforts to broader company objectives, positioning you as a key player in organisational success. To ensure you’re well-prepared, take the time to familiarise yourself with the company mission and vision, and the criteria and metrics your company uses for evaluations.

3. Prepare questions and topics for discussion

Think about what you want to get out of the review. Prepare questions about your performance, opportunities for growth, and areas where you can improve. This shows that you are proactive and invested in your professional development.

Sample questions for the discussion:

Can you provide specific examples of where I excelled in my role over the past year?
Are there any areas where you feel I could have performed better, and how can I improve?
Are there any new projects or responsibilities I can take on to further develop my skills and contribute to the team?
Are there any resources or support available to help me overcome challenges and improve my performance?
Are there any specific skills or experiences I should focus on developing to advance in my career?

4. Seek peer feedback

Seeking feedback from colleagues provides diverse perspectives on your strengths and areas for improvement.

This proactive approach enhances your self-awareness and prepares you for constructive feedback during formal reviews with your manager. Pick two to three colleagues you would like to get feedback from.

These should ideally be people you can trust and that you collaborate regularly with. You could send them an email or text them on a work chat (e.g. Microsoft Teams), and depending on your relationship with your colleague, adjust your tone in your text or email accordingly:

A casual Teams message example

“Hey [Colleague’s Name], got a minute? I’m trying to up my game at work and could really use your input. Since we’ve been working together on [project/team], I was hoping you could share your thoughts on how I’m doing.

No need for a formal sit-down – maybe we could grab coffee sometime this week? I’m particularly interested in:

What you think I’m nailing
Where you reckon I could improve
Any specific situations that come to mind

Your honest take would mean a lot. Let me know if you’re up for it and when works for you. Thanks!”

A more formal email example

“Dear [Colleague’s Name],

I hope this message finds you well. As part of my ongoing professional development, I’m seeking feedback from trusted colleagues. Given our collaborative work on [specific project or timeframe], I would greatly appreciate your insights.

Could you spare 15 minutes next week to discuss:

Areas where you believe I excel

Skills or competencies where you see room for improvement

Any specific examples that support your observations

Your candid feedback will be invaluable in helping me grow professionally. Please let me know if you’re available and which day/time works best for you.

Thank you for considering this request.

Best regards,

[Your Name]”

How to conduct yourself during performance reviews

While preparing for your performance review is not just a task, it's an opportunity to take control of your professional growth. How you conduct yourself during the actual evaluation can significantly impact its outcome and your career trajectory.

You need to approach your reviews with the right mindset, engage productively with your manager, and set the stage for future success.

Whether you're a seasoned professional or facing your first formal evaluation, these guidelines will help you navigate your performance review with confidence and professionalism. Remember, this is a process designed to help you grow and succeed.

Dos:

Do prepare thoroughly. Gather evidence of your achievements and contributions.
Do be open to feedback. Listen actively and show a willingness to improve.
Do bring your own assessment of your performance, including areas where you think you can improve.
Do ask questions for clarity if you need help understanding any feedback or expectations.
Do discuss your career goals and aspirations with your manager.
Do take notes during the review for future reference - use a notebook and not your mobile phone.
Do follow up on action items or development plans discussed in the review.

Don'ts:

Don't be defensive. Avoid making excuses or immediately rejecting criticism.
Don't compare yourself to coworkers or discuss their performance.
Don't focus solely on negatives. Ensure you also highlight your successes.
Don't be passive. Engage actively in the conversation about your performance and future.
Don't surprise your manager with significant issues or concerns that you haven't previously discussed.
Don't argue about the feedback. If you disagree, ask for specific examples and discuss calmly.
Don't forget to discuss support or resources you might need to achieve your goals.
Don't leave without clearly understanding your goals and expectations moving forward.
Don't neglect to thank your manager for their time and feedback.

A performance review is an opportunity for growth and alignment. Approach it with a positive, proactive attitude for the best results.

After your performance review: Turning feedback into action

It is time to act on the feedback and plan for the year ahead. Here are some tips on making the most of your performance review feedback and setting yourself up for success.

1. Embrace the feedback

Positive review

Take the time to celebrate your achievements, but don’t stop there. Dive into what contributed to your success, identify the actions that propelled you forward, and make concrete plans to continue these practices. Challenge yourself to exceed expectations in the coming year.

Performance gaps

Hearing constructive criticism about your performance or behaviour can be challenging. That said, good things can come from a less-than-ideal review. Accept the feedback objectively and review how your actions contributed to your performance.

If you were aiming for a raise or promotion but did not get it, plan what you can do between now and the next review period. Have a chat with your manager, ask for some clear direction on how you can move closer to your goals and devise a performance management plan together.

2. Ask questions for clarity

Don’t be afraid to ask your manager to ask for more details. Good managers will be willing to have further discussions as part of the performance review process.

Conversation starters:

I received feedback on [specific aspect of performance]. Could you provide more context or examples to help me better understand this feedback?
I’m unclear what you meant by [specific comment or criticism]. Could you elaborate on that?
Can you give me specific examples of where I demonstrated [particular behaviour or skill] and where I may need improvement?

If you are met with resistance, consider discussing your concerns with the HR team to ensure you have the necessary guidance and support.

3. Seek continuous feedback

If you were surprised by anything in the performance review, consider asking for feedback more often throughout the year. Good moments to ask for this feedback include at the launch of a project, after a campaign or series of activities, mid-year, or after major setbacks or negative input from stakeholders.

4. Identify development areas

Rarely will any employee at any level get a 5-star review across the board. Even if you have shined from day one, there will always be something to improve. Pursuing professional development through training courses or workshops can enhance your skills and keep you competitive in your field.

5. Document your achievements

Keep a running list of your accomplishments throughout the year as they happen to ensure you have detailed records.

This can include specific results, project completions, or positive feedback from clients or colleagues. Quantify your achievements wherever possible, such as by including metrics or measurable outcomes.

Note any challenges you overcome and the strategies you implement to tackle them. This will demonstrate your problem-solving skills and resilience in navigating obstacles.

6. Set new goals

Draft preliminary goals for the upcoming year based on your reflections and feedback. These should align with your career aspirations and the company’s objectives.

Use the SMART criteria to set goals that are:

Specific: Clarify your core responsibilities with your manager to ensure you fully understand your role.
Measurable: Identify key metrics to measure your goals as a quantifiable approach ensures you can track your progress and adjust as needed.
Attainable: Set realistic, achievable goals within your capabilities and resources so you can remain motivated to reach them.
Relevant: Align your goals with broader company objectives to ensure your manager recognises your efforts.
Time-bound: Establish a clear deadline for your goals and prioritise tasks to create a sense of urgency.

7. Foster open communication with your manager

Building rapport with your manager is essential for your professional development. Schedule regular check-ins to discuss your progress, address any concerns, support you may need and receive ongoing feedback. These meetings provide valuable opportunities to ensure you’re on track for success.

Seek out opportunities for professional growth

1. Explore mentorship opportunities

Securing meaningful mentorship requires a strategic approach. Start by identifying potential mentors within your network, including supervisors, senior colleagues, or industry professionals. Instead of seeking formal mentorship immediately, build relationships through genuine interactions and shared interests.

Offer value in return, such as assisting with projects or sharing relevant insights. Begin with short, focused conversations about specific challenges or goals. As trust builds, gradually increase the depth and frequency of these interactions.

Remember, effective mentorship often evolves organically from mutual respect and shared growth. Be patient, persistent, and open to learning from various sources, as valuable guidance can come from unexpected places.

2. Expand your professional network

Join industry groups or company networks to expand your knowledge and opportunities. Engaging in these communities helps you stay updated on industry trends, learn from peers, and discover new career paths. This broader perspective can inform your goals and achievements for future performance reviews.

3. Recognise when it's time for change

As you reflect on your performance and career goals, you may realise you've outgrown your current role and feel it is time to explore new challenges. This could be due to a lack of advancement opportunities, feeling underutilised, or wanting to explore a different career path. Use your performance review as a springboard to discuss potential new challenges or roles within your organisation.

4. Leverage performance reviews for career advancement

Remember, performance reviews are more than just yearly evaluations; they are opportunities for reflection, growth, and future planning. By preparing thoroughly, engaging actively in the process, and following up effectively, you can turn your performance review into a powerful tool for career advancement.

Performance reviews are more than just a yearly evaluation; they are an opportunity for reflection, growth, and future planning. By preparing thoroughly and following up effectively, you can turn your performance review into a powerful tool for career advancement.

Make your performance reviews work harder for you

Let’s face it – the performance review process can be nerve-wracking. But here’s the thing: they’re golden tickets to supercharging your career. Think about it. Where else do you get dedicated time to spotlight your wins, hash out your goals, and chart your professional course?

By approaching these reviews strategically – from thorough preparation and self-reflection to active engagement and follow-through – you can transform them from mere evaluations into powerful catalysts for your career.

Remember, the impact of a performance review extends far beyond the meeting itself. It’s about continuously improving your skills, aligning your goals with company objectives, and proactively seeking opportunities for growth.

Whether you’re celebrating successes or addressing areas for improvement and career development, each review is a stepping stone towards your long-term career aspirations and job satisfaction.

Use the tips we’ve shared, and you’ll be turning those performance reviews into your personal career launchpad.

If you’re ready to move on from your current employer and would like help with the job search process, get in touch with an experienced Michael Page recruitment consultant today.

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Benefits of upskilling & job transferable skills

emilie.c — Tue, 17 Oct 2023 02:05:38 +0000

Benefits of upskilling & job transferable skills emilie.c

Upskilling is something that is becoming increasingly relevant, particularly in today's climate after the difficulties caused by the pandemic. Many individuals find themselves re-evaluating career paths or wanting to make better use of their spare time. For some, upskilling is also becoming necessary to survive in the job market, which is increasingly competitive and fast-paced.

The rising need for upskilling

Upskilling is the process of continuously learning new skill sets and competencies to complement experience already gained in the workplace. It could be like taking a management skills course for instance. Companies need employees who know how to use the latest technologies and can perform tasks that were previously done by other workers. Employees who do not upskill may risk losing their jobs. Employers should focus on upskilling current employees instead of hiring new ones, as upskilling existing staff saves time and money. Upskilling employees benefits them directly and can improve things like their communication skills and critical thinking.

By developing new skills, you increase your chances of finding a new job. Your skill set will be unique to you, making you stand out from others in the job postings you apply for and maybe in the eyes of your potential employers. You will stay relevant to the industry and won't lag behind those whose personal development and critical thinking are evolving. Research shows that upskilling boosts both your morale and productivity because it gives you the opportunity to do more varied work, gain a better understanding of your company, and focus on your individual goals. Upskilling doesn't just benefit people who want to leave a previous job, it also helps them to broaden their horizons and understand the business they work in.

Benefits of upskilling and reskilling from the employer’s perspective

Upskilling and reskilling can make employees happier and better workers. Employers can benefit from this by boosting staff morale, increasing productivity, and reducing costs. Programmes created by training providers can also help people move into new roles or develop new and more relevant skills like learning how to do project management. This can bring about a more interesting and varied career path, such as project manager. There are many factors driving workplace trends which include upskilling.

Some employees may want to learn new skills and get better jobs. They may also want to stay in their current companies longer. Retraining employees who already understand the company's structure, culture, and mission, is another great reason for companies to retain and reskill their workforce. Reskilling the current workforce allows them to invest in the long-term retention of staff. Companies will thus create a workforce that can not just address an immediate reskilling need but also meet future emerging skills gaps.

Employees often bring computer skills to the workplace, giving older workers an opportunity through upskilling to embrace a continuous learning strategy. Communication and teamwork are very important for every organisation, irrespective of its particular business operations. Employees need to be able to communicate effectively and collaborate with each other. Key skills are essential in any industry. There is a growing trend towards using computer skills to improve these skills and to encourage digital transformations. Technology can only take a business as far as the people who use it. Companies that ignore training employees on how to interact with customers will be unable to compete with companies that do invest in this training.

Striking the Balance between soft skills and technical skills

Soft skills are vital for successful work. Businesses need people who can communicate effectively, have problem-solving skills, network with others, and have analytical skills. Technology makes jobs easier but doesn't replace these analytical skills for problem-solving. Remote teams can face more communication challenges because they lose the ability to interact face-to-face, therefore the need to continue lifelong learning, even via remote means, is hugely important.

Companies sometimes need to hire people who already know how to do their jobs. Businesses shouldn't always have to spend time and money training new employees to do problem-solving for the business. Instead, companies could train current employees to learn new skills, either in-house or perhaps via online courses. This makes sense because companies save money by having employees who already know what they're doing and may have decent time management. This may make problem-solving faster.

Upskilling is often seen as something you do after you've already been working for years or doing a job search. This isn't necessarily true. You can upskill yourself while still employed by your current employer. It's also possible to upskill yourself if you're self-employed or even unemployed. Skills gap analysis is used by companies to find employees who are qualified for certain positions. A skills gap analysis is needed because there are many people looking for jobs. Companies need to know what skills they should be hiring for and how many people are available to fill those positions. Technological advancement offers so many opportunities to embrace upskilling more and more often.

Transferable skills on the other hand are the skills that you use in every job, no matter the title or the field. Examples of transferable skills include technical skills such as coding, and data analysis as well as people skills like problem-solving skills, interpersonal skills, time management skills, and the transferable skills, the list goes on. Having a transferable skill from a transferable skills list is beneficial. For instance, interpersonal skills may help one to improve their communication skills with their team because subtle cues will be picked up. This could help improve teamwork skills. Whereas proper time management will cause employees to become more efficient. That's one of the reasons why having strong transferable skills is important and such skills will develop with time in a current or new job.

Leveraging upskilling and transferable skills for career growth

Many people stay in the same job because they feel comfortable in it. But if you're stuck in a rut, there might be more opportunities elsewhere. You can take advantage of free courses to improve your skills and broaden your horizons. Many organisations offer valuable training that can help their workers in their jobs. Those who take part can meet new people and hopefully make new friends while broadening their overall network. If the individual has hidden talents, upskilling can be a great way to find them or develop desired skills for their jobs.

For the employer, a cohesive strategy can reap so many rewards. Before creating an upskilling plan, it's a good idea to conduct a discovery phase. Identify what skills you'll need from your current workforce down the road. Your goals should be to be proactive and stay ahead of your industry's future demands. Train and develop your workforce to meet these needs. Don't forget about the people who work hard but aren't productive or motivated. Show off your leadership skills by offering them upskilling opportunities as well. Accommodating different learning styles means providing a variety of ways to learn.

Employees should be given choices about how they learn best. They should also be empowered to decide what they need to improve on. This gives them the ability to focus their energy on improving specific skills. Reward employees for their upskilling efforts. Give them an incentive to complete training and development. Reinforce its importance. Balance upskilling by teaching an employee a transferable skill such as teamwork skill, listening skill, critical thinking skill, technical skill, and other hard skills and this will lead to a happier and more productive workforce. By upskilling and having portable skills, one may end up getting a job close to their dream job.

How to present these skills on the CV

After upskilling and learning transferable or portable skills, it is important for employees to present their earned skills on their CV in a way that clearly highlights their new abilities. It’s a good idea first to list out your arsenal of skills, having a clear view of all your strengths before planning your CV. Once you start writing your CV, keep in mind the following three main points to ensure a strong presentation:

Highlight both hard and soft skills: Include both the technical skills you have learned and the soft skills you have developed, such as communication, teamwork, and problem-solving skills, in a “Proficiencies and Abilities” section of your CV.
List additional certifications and credentials: If you have obtained any new certifications or credentials as part of your upskilling such as industry-specific licences and professional affiliations like membership in a relevant professional organisation, be sure to mention them on your CV.
Describe the results of learning new skills: Use concrete examples to show how your new skills have helped you achieve goals or solve problems in your previous positions. For instance, you could mention how you used your new digital marketing skills to increase conversion rates or how you trained a team to improve their performance in the area of “Achievements.”

How to present these skills in an interview

When preparing for a job interview, a candidate should effectively showcase their newly acquired skills to increase their chances of securing the position. After upskilling, presenting these skills in an interview demands careful consideration. Tailor your presentation to the company's needs and demonstrate how your abilities can benefit them to make a strong impression.

Begin by researching the company and the specific role you're applying for, allowing you to align your skills with the job requirements. During the interview, highlight the skills you have gained through upskilling, providing specific examples to illustrate your capabilities. Showcase any completed projects or obtained certifications to demonstrate your dedication to learning and applying new skills. Confidence is key; speak clearly and concisely, and be prepared to address any questions. Practise your presentation beforehand to ensure a confident and effective delivery. By following these ideas, you can effectively present your skills and increase your chances of success in the interview process.

Embrace new opportunities after upskilling with Michael Page

If you've recently completed upskilling and are ready to take on new roles, Michael Page is here to assist you in launching your career. We provide a diverse range of job opportunities across various industries and sectors to cater to your specific interests.

Don't wait any longer. Begin your job search today with Michael Page and leverage our salary comparison tool and salary guide to confidently plan your next career move. We can simplify the process of finding the perfect job for you, and you can set up a job alert to stay informed about new roles as they arise.

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5 ways to use negative feedback to your advantage

Naren Sankar — Wed, 11 Oct 2023 08:14:28 +0000

5 ways to use negative feedback to your advantage Naren Sankar

We’ve all been there – having to grapple with criticism, no matter what rung of the professional ladder we’re on. Hearing that your work may not be up to par is universally jarring. However, after a few decades in business, I’ve learned that this feedback is not to be dreaded, but rather, it is a powerful tool for personal and professional growth. It’s all about how we interpret and react that makes the difference. So, let’s unpack how we can transform the way we handle challenging feedback and turn it into a powerful tool for personal and professional development.

1. Learn to View Feedback as a Growth Opportunity

It’s easy to feel hurt when you hear something negative about your work. But I try to look at it differently. That critique is just a spotlight on areas where I can do better. It’s like someone giving you a roadmap to become the best version of yourself. They’re showing you where you can grow and excel, and it’s an amazing opportunity for personal and professional growth.

2. Avoid Defensive Reactions

We tend to get defensive when we hear something negative about ourselves. It is human nature. I’ve been there. But it’s also the quickest way to block your growth.

3. Get Clarification and Follow-up

Make sure you really understand the feedback. If anything’s unclear, don’t be shy to ask for clarification. The first step in making the most of feedback is truly listening to what it says.

4. Engage in Self-Reflection

I often find that the advice pushes me into some self-reflection. It makes you think about what you did right and what you did wrong. It’s a spark that gets you exploring and reflecting on how you can be better.

One crucial thing, though, is to be constructive with yourself. So don’t dwell too much on the negatives; look at what the feedback teaches you and how you can improve.

5. Make a Motivating Plan and Stick With It

Once you’ve taken the feedback on board, the key point is to then switch quickly towards making a clear plan. I will often push the feedback to the back of my mind and put all my focus forward. This plan should be positive yet simple, with strengths as well as development areas and some clear actions you can easily execute on a daily or monthly basis. Then, of course, you need to be disciplined with yourself to genuinely stick with the plan.

It’s not easy to go through this process, but extremely rewarding when you see the results.

Looking for a great job opportunity? Browse our latest jobs, submit your CV, or get in touch with a Michael Page consultant to discuss roles in your field.

Andy Bentote

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When to use “to whom it may concern” in a letter?

emilie.c — Wed, 20 Sep 2023 06:04:59 +0000

When to use “to whom it may concern” in a letter? emilie.c

To Whom It May Concern - Meaning & Definition

Whether you're writing an e-mail or preparing a physical letter, it's important to start every business communication or cover letter with an appropriate greeting to the recipient. A common professional salutation is “To Whom It May Concern”. To some people, this may seem a rather outdated way to start an honest conversation, but there are times when it's the most appropriate. There are various instances, in fact, when it's still the best option. Here are a few tips to help you.

10 instances of when to use “to whom it may concern” in your letter/ e-mail

1. Ask about the progress and details of a particular project in a cover letter

You could use “To Whom It May Concern” as an opening sentence when asking about the status of a project that you have been working on. It may be that the project is for a group of people from a different company or a different department within your organisation, and you don't know any of their names. This approach, though very formal and anonymous, could be appropriate at certain times, but not if speaking to an individual on a regular basis.

2. Use it when providing a character reference with a positive note

It's common in business for managers to be asked to provide a character reference that an individual may want to use in the future for different company interviews. Using the opening line “To Whom It May Concern” enables the manager to inject a professional tone, adding weight to the message or cover letter itself. If you've been particularly pleased with the employee's performance during their time with you, this is a good opportunity for you to communicate that to a manager or director.

3. It's useful when registering formal complaints or recording a specific employee experience

If you are lodging a complaint with a member of a company's senior management team, or even someone on the board of directors, it can be useful to use “To Whom It May Concern” as a generic greeting in your letter. Your complaint may reach an administrator, a customer service associate, the manager responsible or even the CEO, so this is an appropriate opening line because you can't be sure who will actually read it, and of course multiple individuals could end up dealing with the issue over a period of time.

4. Writing to a person you've never met or responding to online surveys

“To Whom It May Concern” is a good opening salutation when writing a letter or email to introduce yourself, whether you're doing so on a personal or professional level, or perhaps when completing a survey. Ideally, you should try to find out the name of the specific individual that you're addressing. This will make the letter much more effective. Additionally, it will help you follow up if you don't receive a response from your initial inquiry. If you do know who you're writing to within the company, it's better to use their name in the communication instead.

5. Check if you don't really need to use it in a business correspondence

You can search the company website for the names of the direct managers or various skilled employees who work there, including those conducting interviews, such as a hiring manager. If you can't find them on the website, try searching LinkedIn, or asking someone who works there. You may want to contact the HR department about your issue regarding job satisfaction, for example. To Whom It May Concern is a polite way to say you want to talk to someone who works there, but if you can find the name of the appropriate person by all means do so.

6. Think about the alternatives

It's wise to think about your particular message, and the best way it can be received by that particular person. An alternative communication could read Dear Recruiting Manager, Dear HR Director, Dear Human Resources Supervisor, etc. If you know the job title of the person at the company you're writing to but not his or her name, this could be a more suitable option. If it's part of the exit interview process, you're likely to already know the names of the relevant people.

7. Use it to open a letter of introduction or to provide uninvited insight

As a general rule, “To Whom It May Concern” is best used when there will be multiple recipients that you don't know, especially perhaps if you're not au fait with the company culture. With a letter of recommendation for someone with whom you worked in the past, this is the ideal phrase to use. That way, the person you're recommending will be able to use copies of that letter or email on many occasions for several years to come.

8. Is this greeting still relevant?

If you were writing a business letter to support a job application or as part of a structured interview process and you don't know the name of the hiring manager or the people in the recruitment team, “To Whom It May Concern” is a good way to open the conversation. The greeting itself was used extensively before the development of the internet, but now that the web is so prevalent it has become far less common. The vast majority of job vacancy applications begin with a listing found online, so usually the name of the company person responsible for recruitment will actually be already listed.

9. It's often used to respond to a business enquiry or at the comments section of a survey

There are times when a business team or potential customer will be contacted via an automated message, either online or by phone, and if the name of the individual who made contact isn't known then To Whom It May Concern can be used as formal correspondence for that recipient. As with all business-related communication, the sender needs to always think about who is on the receiving end of their questions, answers or messages, and the company policies regarding interview questions and the like.

10. This greeting can be used when contacting the HR department about exit interviews or with a recommendation letter

If you've been asked to pass on opinions about a company after leaving a job, for example, you should send your honest feedback to HR first, but you can also address it to someone else if you aren't sure who handles the review process. An exit interview can be such an occasion, as it provides an opportunity to gather feedback about an employee‘s experience. This can help organisations identify areas for improvement and in the process to reduce future staff turnover.

While the phrase “To Whom It May Concern” is no longer as relevant as a type of correspondence as it was in the past, there is still a place for it in the business sector. As it's always been, it's appropriate in cases where you don't actually know the name of the recipient or recipients, such as when using constructive feedback to department heads in exit interviews or commencing a casual conversation about the company's management style. Be sure to capitalise each word when it's used at the beginning of a business email or letter.

We hope you found this article on when to use “To Whom It May Concern” helpful. If you would like to explore more on workplace etiquette and leading industry insights, feel free to visit our Career Advice section.

Michael Page is always ready to help you with any queries or requests you may have regarding new job opportunities, new hires, or your career trajectory. Browse our available jobs, set up an email job alert with us, or simply contact our professional consultants to let us know how we can help.

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Keep everyone in the know with an out-of-office message

emilie.c — Fri, 08 Sep 2023 01:31:33 +0000

Keep everyone in the know with an out-of-office message emilie.c

An out-of-office or out-of-the-office (OOO & OOTO) message helps keep your team aligned during times when you aren't around. This includes vacations, annual leave, business trips, and any prolonged absences. If you're on vacation or taking a long break, you want to make sure your colleagues know what's happening so they can continue operating normally without having to reach out to you directly. You can set up an automatic reply message to let others know you're away, and you can even include instructions on contacting you if needed.

The key to an effective OOO message is ensuring that everyone knows exactly where you stand. For example, if you're traveling, you could send a simple text saying, "I'm on vacation," followed by a link to a calendar invite. Or, if you're taking a few days off, you could say something like "Taking a couple of days off to relax." Automatic replies always need to be informative and should lead the reader to another contact or solution.

Create an effective, informative, and professional out-of-office message

If you're working remotely, you probably already have a system in place for communicating via office emails, chat or video conferencing. But there's no harm in creating a separate auto-responder message just for out-of-the-office communications. With the number of people working from home on the increase, the importance of OOO messages becomes ever greater.

An out-of-office auto responder is an effective tool for reminding colleagues and clients that you are unavailable for certain periods of time. But it does more than just let people know that you're taking a break; it lets them know why. You should always ensure this message is as professional as possible, leaving just enough information without going into too much detail, and clearly stipulating when you will be back and who the reader can contact in the meantime.

Your automatic replies say much about you

Remember that an auto-reply message will give readers a certain impression of you according to how it is worded and what it says. As such, you want to make sure you are giving a positive impression of yourself and the company before heading off on your leave. Below are some points to consider when crafting your out-of-office messages.

Things to consider when writing out-of-office emails

Make sure your subject line is clear. If someone sends you an email asking about something urgent, it won't do much good to send them a generic "Out of Office." Instead, make sure the subject line clearly states what you're doing. For example, "I'm out of the office today," "I'm taking a few days' vacation," or "I'm attending next week."
Be specific. When sending an out-of-town trip announcement, don't say you're "taking some time off" or "on vacation"; tell people where you're headed and when you plan to return. This helps people understand exactly when to look for you, and when to expect office emails again.
Use language that makes sense in your out-of-office message. Don't assume that everyone knows what you mean when you refer to "vacationing" or "traveling." Explain what you're doing, how long you'll be gone and when you'll have access to email again.
Keep it short. Out-of-office automatic replies should be no longer than one paragraph. You want to keep things simple and concise.
Include a signature at the end, and keep the overall tone friendly and professional. Remember, any employee’s out-of-office message can affect the image of the entire company.

Things to avoid when creating out-of-office emails

When sending an office email announcing your vacation or being away from work, there are a few things you shouldn't do. These include:

Making jokes about your upcoming trip, especially if you're saying goodbye to co-workers.
Claiming that someone else will take care of your work while you're gone. This could lead to confusion and resentment among colleagues.
Being overly vague and not giving a timeline of when you will return to the office.
Bragging about your accomplishments. Your co-workers might think you're trying to distract them from what needs to be done.
Hiring someone to cover your access to email while you're away. If you want to delegate tasks, ask people directly.

Out-of-office message samples

So, what does a well composed out-of-office response look like? There are plenty of examples of effective automatic replies. Some people prefer to use template messages, while others write their own personalised responses. And there are even some templates online that you can download and customise. But here are some examples of good ones that you can consider personalising to use as your own replies:

"Thanks for your email. I will be out of the office August 8-12, with only restricted access to email. If you need assistance while my team is gone, please contact Simon Smith (insert email here) for marketing questions or Rebecca Davies (insert email here) for accounting questions."
"I will be away from June 11-15. If you have any questions about our products or services, please feel free to reach me via email or call me directly."
"I will not be able to attend your meeting on Friday. Please confirm your attendance via e-mail at@com. Thank you."
"I am out of the office Monday, May 15th - Thursday, May 18th. My assistant, Peter Wilson, can help you during this time. You can reach him at...."
"I am away on holiday starting on June 17th and returning on July 2nd. In my absence, please send any urgent matters to Julia Finch (insert email here)."

When to avoid using an automatic response

For some people, leaving an OOO message may not be appropriate at all. They include employees of companies dealing directly with the public, and whose customers won't want to hear that someone is unavailable via a conventional office reply. Some organisations and individuals may be worried about security and would be unwilling to let anyone know about an absence.

Be aware of your company’s guidelines

Most companies usually have guidelines on how to set an automatic response, especially in the event of company-wide breaks such as public holidays or team-building sessions. Always make sure to check with your organisation on the appropriate guidelines or templates before writing your out-of-office message to avoid any discrepancies or misunderstandings.

How to set up an out-of-office message on Outlook

Setting up an out-of-office message on Outlook is very simple, both on Windows and Mac devices. The below instructions outline how you can easily set up your automatic replies on this email platform.

Outlook on Windows

Open your Outlook and select the ‘File’ tab.
Under the Info section, select your chosen account. Then click the ‘Automatic Replies’ button.
In the pop-up window that appears, mark the ‘Send Automatic Replies’ option.
You can then set the time period for when you want to send your out-of-office messages by checking the box for ‘Only Send During This Time Range’ and entering the dates and times in the corresponding boxes.
Type your out-of-office message into the text box. Click ‘OK’ to finish.

H3: Outlook on Mac

Open your Outlook app and choose your account.
In the menu bar, select ‘Tools’ then ‘Automatic Replies’.
In the pop-up window that appears, check ‘Send automatic replies for account xxx@outlook.com’.
Type your out-of-office message into the text boxes for senders within and outside your organisation as required.
Set your desired time period for automatic replies by checking the box for ‘Send Replies Only During This Time Period’ and enter your dates and times in the corresponding boxes.
Click ‘OK’ to finish.

We hope you found this article on out-of-office messages helpful. If you would like to read more articles on workplace etiquette and professional business insights, please visit our Career Advice section. Sign up now to download the latest 2023 Salary Guide.

Michael Page is always ready to help you with any queries or requests you may have regarding new job opportunities, new hires, or your career trajectory. Browse our available jobs, request a hiring callback, or simply contact our team of consultants to let us know how we can help.

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7 crucial skills to adapt to the new future of work

Simone Wu — Mon, 09 Jan 2023 15:15:00 +0000

7 crucial skills to adapt to the new future of work Simone Wu

Adaptability and responsiveness are some of the most significant assets that professionals can possess, especially in the current work environment where change is coming quickly, and in many cases, unexpectedly.

As such, I have seen several skills emerge as crucial to professional success, and these are the skills companies look for in their next hires.

Related: The future of work in Asia

Here are seven skills that professionals should cultivate and focus on to remain at the top of the talent pool.

1. Digital literacy

Digital literacy is important, both in terms of basic technology: communication programs, collaboration tools like Asana, and software such as Microsoft Office, and in terms of specialised, job-specific technology and software.

Companies are rapidly adopting technology that helps automate various tasks, leaving professionals with the task of managing this technology and focusing on the parts of the job that require a human touch. This means that digital literacy has gone from a “nice to have” to an essential part of your ability to do any job.

2. Customer relationship management

If they haven’t already, companies realise it’s no longer optional to place the customer and what they want at the centre of their business strategy.

As a result, the skills that come along with customer management, such as relationship management, customer engagement, and customer experience, will help you show the way forward into a new way of thinking in which the customer is the pivot point for business decisions at all levels.

3. Influencing

Even if you don’t work in sales directly, you need to know how to sell: your ideas, work and accomplishments to the broader team. Being influential in the workplace is a crucial factor in career success.

Developing your influencing skills like negotiation techniques, communication skills, and leadership characteristics will help bring stakeholders to your side when creating a solution, or presenting your work.

Being influential in the workplace can aid your professional success by helping you be an outstanding leader and accomplish business goals.

4. Data-based decision making

Companies are increasingly making decisions and creating strategies based on data. As an individual, it’s not necessary to become a data scientist overnight. Data analytics tools are becoming more advanced and accessible, allowing virtually any professional to leverage data to make decisions.

Make an effort to learn the basics of data analytics as they pertain to your particular job scope, and learn to interpret and present data in a compelling way. Your actions and decisions are much stronger when backed by well-presented data.

5. Innovative thinking

Innovative thinking is the cornerstone for change, advancement, and new ways of approaching old challenges. The word innovation has become overused, especially in relation to technology, but the concept itself is as vital as ever.

Innovative thinking is about stopping old practices, being able to approach a problem from a new angle and having the ability to think of solutions that haven’t been tried before.

Related: How to succeed at a new job

6. A growth mindset

Curiosity, an appetite for learning, and the ability to adapt to new situations are all encompassed in a growth mindset. The growth mindset is based on the idea that even if you don’t have the necessary skills, experience, or knowledge, you can learn and grow into the professional you want to be.

This growth mindset ensures that you will never be “stuck” where you are – and possessing a strong mentality that you want to keep learning and growing is essential as the workplace evolves.

7. Relationship management

Managing relationships with agility allow for collaboration, teamwork, and ultimately, the ability to influence different cultures, departments, and demographics within any organisation.

The human aspects of relationship management will ensure that this skill remains essential through any digital transformation - and can be the difference between success and failure in any role.

The importance of upskilling

Upskilling is ultimately about constantly looking for ways to improve your skills through formal education, internal training courses, external training courses, or informal training, such as taking free online courses, and working one-on-one with a manager or a mentor to help you improve.

Increasingly, companies are hiring as much for potential as they are for hard skills and experience. As the workplace changes, employers begin to expect more from their employees, in particular, being open to change, and being able to take on new challenges with ease. Focus on upskilling to keep up with that expectation.

This creates an excellent opportunity for you to be hired not just for the professional that you are now, but the professional you know you can become given the right amount of training, experience, and overall growth opportunities.

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Anthony Thompson

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How to prioritise well-being and a positive mindset at work

Anonymous — Mon, 29 Mar 2021 02:46:33 +0000

How to prioritise well-being and a positive mindset at work Anonymous (not verified)

The importance of being well at work and prioritising personal wellness has never been more evident. When many of us suddenly find ourselves in remote work from home situations, we are attempting to juggle working as usual despite technology barriers, family distractions, and keeping up with news about the global pandemic - who has time to focus on wellness or to find a positive mindset?

Even if these seem like the last things on our collective minds, research shows that wellness and cultivating a positive mindset should always be a priority, even more so during challenging times, whether global or personal. Our recent survey of professionals in Singapore shows that 4 out of 5 professionals report their stress levels have increased since the onset of COVID-19, making this connection between work, wellness and a positive mindset more relevant than ever.

These are some actions you can take right away to change your outlook on what’s going on. And when life goes back to normal, keep performing these actions as a part of your daily routine to improve your overall well-being.

Take things one step at a time

It is decidedly not easy to develop new habits, but the good news is that focusing on wellness doesn’t have to mean a complete overhaul of everything you are doing. It starts small, and it can simply be something like stopping to text a colleague and check how they’re doing or taking a 30-minute walk outside to your day. Even a 10-minute break from technology to read or listen to music can feel like a recharge. Here are a few things to add to your wellness in relation to work.

Reach out to your colleagues.

Loneliness is a real issue for many these days. In our current situation, 51% of those surveyed in Singapore feel a little isolated, while 17% feel very isolated. In many cases, this feeling of isolation can be alleviated by simply reaching out to other people in the same situation - your colleagues. Reach out to them about more than just the project at hand. Celebrate wins together, share weekend plans and send out messages to check on each other. Now, more than ever, this connection is essential to overall well-being in the office.

Draw a line between work and home.

When working from home, it can be even more challenging to draw the line between work and leisure time. When we surveyed Singapore professionals, 69% feel pressured to be ‘always on’ while working from home. However, as an interesting detail, 7 out of 10 of those people say it is internal pressure, not coming from their company.

Get organised.

Make a schedule and stick to it. For work tasks, block out time for big projects, and set a specific starting time. Also, organise your day to allow for maximum productivity. If you know you get more done in the morning, set out two hours without interruptions first thing, or maybe put in a few concentrated hours in the late afternoon.

Set aside time to move.

In whatever way you can, in whatever way feels good, set aside time to move every day. Thirty minutes of exercise a day can make a massive difference to your health, mindset and well-being. If you can, go outside for a walk, jog or run. If you can’t, do a quick at-home workout. Stop every couple of hours and do a few pushups, crank up the music and have a 20-minute dance party in your living room. As you can see, movement doesn’t have to be structured or super intense. Just move.

Turn off the news.

Be informed, but remember that a constant 24-hour cycle of information isn’t good for mental well-being. Filter the news in a way that helps you get the necessary information and cut out everything else.

A positive mindset for the times

A positive mindset is interconnected with wellness, and keeping a positive mindset throughout trying times is vital. To begin, what is a positive mindset? It’s not ignoring everything that’s going on and saying that everything is fine. It’s about accepting the things that are going wrong and shifting your focus on the things going right. Here are a few things that can help with developing a positive mindset:

Make daily gratitude lists

In the morning or evening, sit down and list three things you are grateful for. If everything is going wrong, it can be hard to find that gratitude, but the more you look for it, the more you will find to be grateful for.

Look for the positive sides

Closely aligned with gratitude, look for the positive sides of any situation. For example, if you work from home, maybe it gives you more time with your immediate family. Put your energy into enjoying time with them, rather than focussing on the fact that you can’t go out.

Adopt a growth mindset

In short, a growth mindset is the idea that you always have room for growing and learning - where you are now isn’t where you will always be. This is about constantly developing skills and finding a way forward into new paths that you couldn’t have predicted.

How companies can help

Monetary benefits like salary, bonuses and paid leave are always the priority when evaluating a new job or negotiating for a higher salary. Still, challenging situations help bring to light the importance of other non-monetary benefits. One very overlooked benefit is the Employee Assistance Program (EAP) offered by companies.

Employee Assistance Programs take many different forms depending on the organisation, but they all offer psychological and emotional support to employees on personal issues through professional counselling. If your company hasn’t already clarified what EAP they have, reach out to your HR department for the professional resources available to you.

Happy work, happy life

Workplace wellness isn’t a new thing - experts have been saying we need to prioritise it for decades, especially as the occurrence of workplace burnout increases. The bright side is that small steps can make a big difference in your overall happiness. And when we’re all back in the office, keep these habits you have cultivated now for long term health and well-being.

Looking for a career change? Submit your CV or get in touch with one of our consultants to determine how we can help.

Michael Page

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The Hong Kong Institute of Chartered Secretaries - enhances qualification standards for the in-demand governance professional

Anonymous — Mon, 14 Sep 2020 09:13:41 +0000

The Hong Kong Institute of Chartered Secretaries - enhances qualification standards for the in-demand governance professional Anonymous (not verified)

The Hong Kong Institute of Chartered Secretaries (HKICS), which is also the China Division of The Chartered Governance Institute of the UK, is the only qualifier of the internationally recognised Chartered Secretaries and the newly launched Chartered Governance Professional dual qualification in Hong Kong and the Mainland of China (the Mainland). The Institute recently enhanced its qualification standards under its new Chartered Governance Qualifying Programme (CGQP) to enhance corporate governance training for governance professionals in their pathway to seeking the Chartered Secretary and Chartered Governance Professional qualification.

Corporate governance relates to the system of risk management and controls over business operations and their implementation. It covers diverse areas including company administration, compliance and stakeholder engagement. With new and emerging regulations and international best practices, the governance professional is in demand. In fact, with the COVID-19 pandemic, and the need for businesses to address operational risks and business recovery, accordingly demands for the quality governance professionals has increased.

Serena Tang, Director of Legal and Technology recruitment at Michael Page sat down with Gillian Meller, FCIS FCS, President, HKICS, and Legal and European Business Director, MTR Corporation Limited; and Joyce Lau, ACIS ACS, HKICS member since 2016, and CFO, Target Insurance Company Limited, to discuss the CGQP; demands on corporate governance professionals; and thoughts on the governance professional.

S : Serena Tang G : Gillian Meller J : Joyce Lau

The challenges faced by the governance professional

S : The CGQP is to prepare the governance professional to meet the challenges from corporate governance and capture market demands through formal training. In the context of COVID-19, can you discuss some of the challenges that the governance professional need to manage?

G : With the COVID-19 pandemic, people have been unable to come together to physically meet because of social distancing requirements or curfews. This has affected board, shareholder and other forms of meetings. For example, in Hong Kong, it is mandatory for a company to hold an Annual General Meeting (AGM) for regulatory compliance and shareholder engagement. As governance professionals, we are heavily involved in the planning and running of AGMs. To meet the challenge of complying with relevant regulations and allowing shareholders the important opportunity of engaging with the Board of Directors and management team while, at the same time, protecting the health of attendees, HKICS issued a series of guidance notes on how to run AGMs during the COVID-19 outbreak and championed the idea of hybrid meetings. These allow people to meet either in person or virtually through the use of technology. In fact, a paper of The Chartered Governance Institute on this subject was recently tabled at UK’s Parliament. But, aside from special challenges, there are many day-to-day governance challenges presented by COVID-19. The risk profile of companies has been impacted by the outbreak and internal controls need to be adjusted accordingly. In fact, risk management is one of the new topics covered under the CGQP. Companies have also had to think about disclosure – what information should your shareholders receive about how COVID-19 is impacting your company? Openness and transparency are core governance concepts.

J : Touching on the topic of technology, another area is the need to manage the risks and opportunities associated with new technology. For example, cybersecurity and privacy are important topics for the governance professional. They need to help their companies gain trust from stakeholders relating to new technology. For example, within the insurance industry, technology such as blockchain could help check authenticity, while protecting data privacy. The governance professional need to be aware of developments in these and other areas, and to engage relevant internal and external stakeholders, where appropriate, and provide advice and implement practical governance measures from the governance point of view.

A point I would like to mention is that for the well governed company, it cannot simply have a tick-the-box mentality. It needs to incorporate governance as part of its business culture. This will contribute to long term financial viability. Corporate governance must be at the top of the agenda for the board supported by the governance professional as adviser and facilitator.

Solution to the challenges – Enhanced standards through Chartered Governance Qualifying Programme

S : This leads us to when was the CGQP launched? Why did HKICS launch this new programme?

G : The CGQP programme was launched in January 2020. As discussed, corporate governance is changing in line with regulatory requirements and international best practices, and it is an important issue for all organisations from NGOs to MNCs. Our qualifying programme is what governance professionals need to do their jobs properly and to add value beyond just compliance. Governance professionals must consider stakeholder expectations and come to practical decisions that are in the best interest of all relevant stakeholders.

S : What is the main difference between CGQP and the International Qualifying Scheme it replaced?

G : CGQP emphasises the importance of risk management and boardroom dynamics. It has been a part of a company secretary’s role – making decisions and advising the board as to legal and other risks and controls. We wanted to make the implicit part of the role and responsibilities of the governance professional explicit through the new qualifying scheme for the Chartered Governance Professional.

S : Is CGQP only opened to business degree undergraduates?

G : Seeking to pass the CGQP is open to holders of degrees from all disciplines, although it tends to attract people with legal, accounting or business backgrounds. It can be attained at any point in a career, from junior to mid-career professionals. The CGQP showcases the different options that are available to people within the broader corporate governance functions, and it opens opportunities across the board. After passing the CGQP, with appropriate experience and being a fit and proper person, a graduate can become an Associate (who is holder of the Chartered Secretary and Chartered Governance Professional qualification) and eventually move on to be a Fellow of the Institute

S : What kind of jobs can a qualified Chartered Governance Professional apply for?

G : Being a CGQP graduate can open the doors to a variety of jobs and opportunities from being company secretary, to other legal and compliance roles to roles in other business functions. The course covers corporate secretarial practice, corporate governance, corporate law, interpreting financial and accounting information, risk management, strategy management and boardroom dynamics or Hong Kong Taxation can add value to any role that you are in.

It enhances the practical work we do in any organisation, managing risk profile. In Hong Kong and the Mainland, there are not many qualifications on general risk management and compliance, and CGQP fills this gap. As the graduate moves on to become an Associate or a Fellow of the Institute, there will be more opportunities.

Advice for corporate governance professionals

S : What’s the best piece of advice you’ve been given in your career?

G : You have to be very good at the core skills that are required for your role, but you cannot just rely on that. You must have a much broader knowledge of the overall governance landscape and related developments. Do not just be an expert in a particular area, but be open and try to be an all-rounder. You will not know where your governance related roles lead you.

J : Get ready to step up when the right opportunity comes along. You do not know what will happen to your life at any time. Just be prepared for changes and stand brave and seize the moment when it comes up. As long as you are open to different ideas, there are always opportunities.

Michael Page

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Putting the “work” into working from home: how to be productive

Anonymous — Thu, 20 Feb 2020 01:52:36 +0000

Putting the “work” into working from home: how to be productive Anonymous (not verified)

Are you accustomed to the work from home or flexible work arrangements many businesses in Hong Kong and China have recently adopted post-pandemic? Many companies have realised that the job can still be done regardless of whether or not you are in the office, from doing anything like promoting MPF products to writing blogs about the Metaverse.

Whether you regularly work from home as per a remote job role or your workplace has new hybrid working policies, you may still find it difficult staying motivated and productive during the day when literally left to your own devices.

Here are some tips on how to set up your working space, the best tools to use if you are working from home, and how to ensure you can still be efficient outside of the traditional office setup.

How can I boost productivity when I work from home?

To start, here’s the bottom line: you can be productive while working from home. Without the distractions of office chatter, group lunches, long meetings, and other regular office activities, you may find yourself more productive than ever before.

On the other hand, it takes more initiative to find that productivity. Also, sometimes people find working from home to be lonely, have trouble with communication or lose the feeling of being part of a team. Getting the right setup and using effective tools can help ensure that doesn’t happen, especially as more jobs become accustomed to the work from home trend.

First, set up your space

It may be tempting to work from your laptop in bed, or relaxing on the couch, but it’s hard to keep up productivity levels like that for long. Set up a working area that includes a comfortable, high-backed chair, a table or desk for your computer and a working environment that feels best for you and allows you to perform diverse job duties as necessary. Having a dedicated workspace also makes it easier to ensure healthy work-life balance, so you don’t feel as if your work is following you home and creeping into your places of relaxation.

Ensure you have a reliable internet connection, and access to all the files you need. If you need to work from home unexpectedly, it might take longer to get access to your work servers. If this is the case, then transfer urgent files to a service like Google Drive to access them away from the office. This is especially true for handling client requests or matters that pop up out of the blue and may need you to access something quickly.

If your days involve a lot of client calls or if you’re handling customer inquiries, make sure you have a quiet environment you can conduct these conversations in. It can be a serious distraction and also seem unprofessional if the sound of never-ending construction from across the street drowns out your voice on calls. Plan your day and step out to go somewhere quieter if needed.

Do you work better with music or in complete silence? While feeling cold or warm? One great advantage of working from home is that you can set up your space in the exact way that makes you feel the most creative and productive. Take advantage of that and make your space work for you - you may be surprised at how easily you complete your diverse job duties, provided you have the right atmosphere.

How to remain focused throughout your work from home arrangement

Work for a set number of hours a day.

Pick a hard start and hard finish time to help structure that day. Decide when you’re going to take a lunch break and other breaks. Having a set schedule that you can refer to will help structure your day and improve focus.

Remove distractions as best as you can.

Turn off the TV and forget any ideas about multitasking chores that you need to do at home while also doing work. Sit down to work in the same way you would in the office and as much as possible, ignore distractions that come up at home versus in the office.

Find childcare if needed.

Working with kids at home? Although they are cute, they can be a huge distraction and affect your productivity. Think about having childcare lined up for your working hours just as you would if you were out of the office. The now-famous moment from the BBC when a daughter, followed by her brother, burst into her father’s live TV commentary is both incredibly adorable and emblematic of what it’s like to work from home with kids around.

Get organised.

If you are working from home only a few days a week, plan the week so that the tasks you do from home are more individual that would benefit from high levels of focus, versus other tasks that you need to collaborate with other team members and may be done more efficiently if you could speak face-to-face in the office.

Stay connected with your team

The work from home trend has shown it’s not necessary to be physically present to communicate clearly and effectively. Aside from the usual ways of communicating with your team, members of supporting management, and relevant stakeholders through email and phone calls, look into other avenues like video calls and instant messages and chats. Collaboration at a distance is easy for everyone with the right tools.

For communication: look into diverting all communication into messenger apps like Slack, Yammer, WeChat or WhatsApp. Skype for Business and Zoom make video calls effective and accessible - arrange daily virtual stand-ups to ensure everyone is on track.

For file sharing: Use programs that will give you access to all necessary documents from wherever you are. Additionally, it will allow multiple people to work off the same document as needed, and avoid confusion on which is the latest version. Look into using tools like Dropbox, Google Drive or Evernote.

For team updates: When you have multiple projects going on, and need to get constant status updates, use a team collaboration tool that allows people to mark what they have done, what’s pending and what else needs to be done. Tools like i done this and Trello allow for virtual team updates and keep everything neatly organised for quick and clear access.

Work smart, work hard

A work from home arrangement can be extremely productive, it’s just a matter of getting organised and making the commitment to do the work needed. Another key to success is being organised and self-motivated.

Working remotely holds a strong place in the future of work and provides continuous learning opportunities, and those who thrive within this environment may even see prospects for career advancement such as a future internal transfer given their ability to work remotely.

Find out what else workplaces of the future might have in store, and discover work from home jobs and contract jobs in Hong Kong that offer ultimate flexibility and have attractive salary potential for the successful candidate.

Michael Page

working remotely

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Perfecting your formal presentation skills

Anonymous — Sun, 07 Feb 2016 22:59:30 +0000

Perfecting your formal presentation skills Anonymous (not verified)

Presenting to an audience is an important professional skill to have. If it doesn't come naturally - and for many of us it doesn't! - honing this skill is something that everyone needs to spend time on. As you work your way up the corporate ladder this gets even more important - you need to be able to speak naturally with gravitas to a wider range of audiences.

Good presentation skills are also crucial for interviews that require formal presentations. Again, this happens a lot at the executive level. Senior leaders will usually be asked to present to the board, or to demonstrate a particular problem-solving approach.

Effective presentation skills get you noticed, hired, promoted and even headhunted, and stand you in good stead throughout life as well as your professional career.

Plan, prepare and practice

Know your target audience
You need to know who you are presenting to. Different audiences need to hear different messages and tones of voice. Also find out if there are any time constraints and tailor your content accordingly. The organisation may have already communicated these details but if not, ask.
Set out your presentation
Think of it as a captivating story with a beginning, middle and end that you are going to share with your listeners. Briefly summarise what the presentation is going to consist of in the introduction, elaborate in the main body and finally tell them again what you just told them.
Practice, practice, practice!
Once your presentation has been brought life, hone those presentation skills in front of a mirror, family and friends, or an independent party if you can. Don’t be shy – they will pick up ticks and personal behaviours such as ‘um’s and ‘ahh’s you will want to weed out.
Scope out the room
Does it have the equipment you’ll need, e.g. laptop and overhead projector? Can you do a dry run to make sure your slides are visible and your voice can be heard from the back of the room? Getting a feel for the room can be a good method of easing those pre-presentation nerves. Do not rely on technology – it notoriously lets you down, so always have a back up.
Dress to impress
Professionally speaking of course. Make sure you dress comfortably, but smartly. This will help you feel confident and self-assured – you don’t want to be tugging at your too tight collar as you try to make a good impression. Don’t let anything detract from your presentation

Use materials wisely

PowerPoint
Slides should not be used as crutches. They are there only to guide the audience through your presentation, not to help you present – your planning, preparation and practice will do that.
Bullet points and graphics
Don’t put everything you want to say on slides or your audience will be reading it and not listening to you. Only include the most relevant information that can be read in a glance so you can truly engage the audience. Use infographics or images to replace words where possible.

Showtime

Arrive early
This shows professionalism. Set up your equipment if necessary and calm your nerves.
Greet the room warmly
A smile always relaxes people. Introduce yourself and the presentation topic. Summarise the structure of your presentation and don’t forget the language of presentations – ‘firstly, secondly, moving on to my next point...’ Leave time for questions at the end so you won’t worry about losing your flow.
Hide the slide
If you find that your audience is fixated on what is on your slide, temporarily hiding it from view is a useful presentation tip – press the B key on your keyboard. Press it again to bring the slide back.
Maintain eye contact
Use a natural steady sweeping motion. Don’t focus your attention on one person. This may make them feel awkward and the others feel left out. Try skimming the tops of people’s heads, which gives the impression you are actually looking at them.
Speak naturally and take your time
Pause during natural sentence breaks – speak clearly, project your voice and don’t rush through the presentation. If you forget a point, carry on, it happens – you can always come back to it later with a variation on ‘one point I should also mention is...’ The main thing to remember here is that you always – always – talk faster than you think you do, so slow down.
Conclusion
Towards the end of the presentation, summarise your main points again as a subtle reminder for your audience. Thank them for their time and invite questions.
Question time
If you can’t answer a question – perhaps because it’s not directly related, apologise and offer to find out or direct them to someone, or literature that could help. Don’t ‘umm....’ but rephrase the question back to them to give yourself some thinking time – this is not only an effective presentation skill to learn but an effective communication skill too.

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The ultimate guide to acing your performance review and boosting your career

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