Alvin Aloysius Goh (MSHRI, MCIPD, MSID, IHRP-SP)

Important to set out the purpose of the project and the intended outcomes. Feedback sessions are important and ask the employees on their understanding so that all parties are clear. Clarity sets the standards of work and adjustments to new norms.

The importance is to be authentic and passionate. If the facilitator is just going through the materials and reading off the slides, the unlearning and relearning is only shallow. The need to bring content to life, to share experiences and vulnerability is the hallmark of a good facilitator.

Consultants are after all humans yet we have to understand that we have at times, need to work on our client's schedule instead of just insisting on operating on our time. Yet, having mutual respect of individual private time between the project leader and fellow team consultants are important. This is a key area that internal team dynamics needs to be set up front and should not spring up at the last moment. Each individual consultant should bring their 'A' game to the table and not let other team mates carry the load that could potentially eat into individual private time.

Let’s try to break down the issues here. Most consultants should build knowledge in the following: 1. Core Skills - Competencies around analytical thinking / research and analysis 2. Industry Specific - Knowledge around specific industry and market trends 3. Soft Skills - including leadership and overall empathy around how change and transformation affects workplace dynamics Above are areas that serve as a guide to help build skills and knowledge.

Culture is a huge topic and most of us have been used to seeing and hearing that Leaders drive Culture. But, is this true given the current age and time where the future of work, workplace and workforce are evolving? Taking a hard look at some of the progressive companies - culture seems to be driven from all parts and can come from all facets of the organisation. Single parents coming together for support, driving DEI initiatives at the middle level managers, seeking and implementing plans from ideation committees that have a multi-generation workgroup etc. All these form the fabric of culture. Perhaps a rethink? - Leaders support Culture, driven from the future.

Some reflection points: Three 'E's 1. Emotions - will tend to run wild, irritation will creep in and there is a sense that whatever one does, the rewards are not going to be there as burnt out takes a toll on cognitive process. 2. Energy - one will feel having less energy due to poor sleeping patterns that could potentially lead to higher absenteeism rate. There is also a tendency to be withdrawn from discussion, meetings or any events, leading to a noticeable drop in work quality or outputs. 3. Enthusiasm - Decrease in interest in work, family or social life. As such, one must be able to recognise this symptom personally.