Send us a textUp-Close with Chin Teik: Re-Think Role Clarity for Focused Execution I will unpack these 3 sections1. Why is role clarity and accountability important for focused execution? 2. How is role clarity and accountability achieved? 3. What is the difference between job description and role expectations?Hi my name is Chin Teik. I designed the role expectations framework to help my clients achieve clarity in the communication of expectations, commitment to execute with se...

Send us a textUp-Close with Chin Teik: Re-ThinkHack Your Brain with 3 Words: #Pause. #Language. #Re-ThinkThese 3 words will allow for brain health, improved control of emotions, increased productivity from solving complex problems. #Pause, when intentional, allows for choice in response to situations, switching from fast and shallow thinking to deep and slow thinking. Your brain needs a break. The prefrontal cortex, which is the executive brain, is easily fatigued. It requires lots of energy...

Send us a textUp-Close with Chin Teik: Re-ThinkCollaboration is State of MindQuestions to begin this episode:1. Do you believe that everyone is built to collaborate?2. Are you an independent achiever who likes the control that you have on your own results? 3. Are you an interdependent collaborator who wants to contribute to a group’s results? 4. How do you collaborate To collaborate or not starts in your mind. Many leaders and managers assume that ...

Send us a textUp-Close with Chin Teik: Re-ThinkThe Vicious Cycle of Yes, The Power of NoHave you noticed how people are way too busy, running from meetings to meetings, working late, not pausing to breath, plan and reflect. People are constantly distracted by new demands from the boss or from the internal stakeholders. The organization’s language is ‘there is no negotiation on deadlines’ and ‘we are not allowed to say ‘no’. Have you ever wondered how these habits have been embedded and the re...

Send us a textUp-Close with Chin Teik: The Act of Subtracting This is a key leadership capability to make organizations more human. For some reason, people in organizations, have learned to say yes and believe that they have no power to say no or to negotiate. I call it the Vicious Cycle of Yes. The employees' plates are overflowing with too many ideas or tasks from the top down, impacting:Cognitive focus and slow and deep thinking for complex problem solvingMental, physical and em...

Send us a textUp-Close with Chin Teik: The Power of Leading IndicatorsToday, most organizations are focusing on lag outcomes. It's like standing on the weighing scale and looking at the scale daily, hoping for the needle to move without any actions taken. If they want to be consistent in their performance, then I recommend to look at leading indicators. Regular exercise, diet, sleep are the leading indicators that will move the lag outcomes on weight management. Lag measures tell y...

Send us a textMC321st Century Desired Talent RequirementHiring Managers need to re-think hiring right criteria. Given the volatility, uncertainty, complexity and ambiguity (VUCA) of the 21st Century, I recommend MC3 as the 21st Century Desired Talent Requirements.MC3 M is mindset. The success mindset includes:Growth, Open, Outward and Promotion3C are:Character are equivalent to roots of a tree (deep and is not quick to change with seasons) while personalities are equivalent to leaves of ...

Send us a textUp-Close with Chin Teik: Re-ThinkDisciplined Leadership1 Requirement: Keeping Performance on TrackJim Collins says that a culture of discipline is not a principle of business, but a principle of greatness.Self-discipline is the base for disciplined leadership. A simple definition: 'Self-discipline is about leaning into resistance. Taking action in spite of the how you feel. Living a lifestyle by design, not by default. John C Maxwell says that motivation gets you going, but...

Send us a textUp-Close with Chin Teik: Re-ThinkBreakthrough PerformanceElement 1: Keeping Performance on TrackBreakthrough Performance has 3 habits and requires self-disciplineFocus on the leading indicators to the lag outcomesSelf-monitoring performance feedbackControl of resources to get back on trackLeading indicators are the highest leverage actions or activities that can influence the chance of success in achieving your goals.Visual self-monitoring performance feedback is public accounta...

Send us a textUp-Close with Chin Teik: Re-ThinkKeeping Right Performance on Track - An OverviewBill Gates: "The most brilliant strategy won't lead to success, unless executed well."We need to shift from the commitment to plan to commitment to execute. Execution requires a discipline of habits and system.The framework for Keeping Right Performance on Track includes1 Requirement: Disciplined LeadershipElement 1: Breakthrough PerformanceElement 2: Culture of ExecutionMorris Chang: "Execution wit...

Send us a textUp-Close with Chin Teik: Re-Think5C for Managing TransitionIn this podcast, I will unpack the 5C – Challenge, Connection, Control, Commitment, Capability – in moving through the Bridges’ 3 stages of emotional transition. This is to remove the resistance to change. Stage 1: Endings (Letting Go)Stage 2: Neutral ZoneStage 3: New BeginningsTransition is the inner psychological process that people go through as they internalize and come to terms with the new situation that the c...

Send us a textUp-Close with Chin Teik: Rethink5R for Communicating ChangePeople don't fear change but the unknown that comes with change. Any organization change begins with changing every brain, because change is associated with threat to the brain. SCARF represents the 5 domains impacted by threat in the brain. SCARF is Status, Certainty, Autonomy, Relatedness, Fairness. 5R includesReasonResultRoleRoadmapResourceThe 5R reduces the fear of the unknown, a sense of no-choice, unfairness, and e...

Send us a textUp-Close with Chin Teik: Re-ThinkThe 4P & 4T of LeadershipUse the 4P of Leadership to provide the Why you have decided to be in this rolePrivilegePersonalPersonalizedPainful/PotentialJim Collins says that leadership is not personality. He says that Level 5 leader focuses all the ambition, drive and energy outwards. John C Maxwell says that leadership is focused on others. Use the 4T of Leadership to prepare the mindset to go on and stay on this journeyTransformative&nbs...

Send us a textUp-Close with Chin Teik: Re-ThinkHow effective is your organization's current on-boarding and/or orientation in confirming the right hire, transitioning from previous culture to your organization's culture and strengthening the relationship between the hiring manager & the new hires? How much is your cost in poor hiring and ineffective on-boarding? Listen to my podcast to learn a new language, new habits and new process to set up all the new hires for successu...

Send us a textUp-Close with Chin Teik: Re-ThinkConstancy of PurposeIn these challenging times (VUCA), it is important for any organization (profit or non-profit) to have a Constancy of Purpose to match & align for focused execution to organization's vision & 3 strategic priorities. Constancy of Purpose includes:Anchor (Why) & Values (for decision-making)Compass ( Where - direction) & Strategic Objectives (success measures to keep performance on tra...

Send us a textUp-Close with Chin Teik: Re-ThinkSystem of ExecutionSuccess doesn’t come from breakthrough innovation but from flawless execution! Having a vision without goals is just dreaming Having goals without execution is wishing"Without execution, 'vision' is just another word for hallucination."Key message: There is not enough focus on the execution of promises made to stakeholders! There is almost an acceptance for delay and rework in most organizations. My s...

Send us a textUp-Close with Chin Teik: Re-ThinkStop Demotivating Your EmployeesThe right talent does not need you to motivate them, instead they require demotivation prevention.Key message: These 2 capabilities (not soft skills) need to be equipped and measured: Hiring needs to go hand-in-hand with retention of the right talent. There is a cost (tangible and non-tangible) to poor hiring and poor retention of the right talent. Two Questions for ReflectionWhat makes motivated employees become d...

Send us a textUp-Close with Chin Teik: Re-ThinkCulture to be taught, not assumedPlease join me on this episode to learn:What is culture? What’s the difference between values and culture? How would a new hire 1 week into the company describe the culture of your company? Who owns the culture of the organization? Culture is simply how we get things done in the organization and how work gets done between people. Culture is the manifestation of a the organization’s core values....

Send us a textUp-Close with Chin Teik: Re-ThinkAssume makes an Ass-U-MeFour questions to begin this episode. How aware are you of the assumptions behind your responses to certain situations or people? Where do your assumptions come from? And why are assumptions important? Can you change your assumptions? Who and what can provide a re-think on your assumptions People are prone to biased assumptions based on the 4E - environment, education, experience and ex...

Send us a textUp-Close with Chin Teik: 95:5 Rule4 Questions to begin this episode1. How many of you believe that you have control over your life? 100%?2. Who has authority over your mind?3. What has the Covid-19 taught you about yourself? 4. How have you and your colleagues dealt with or responded to Covid-19 over the 2 plus years?Listen to this episode to learn what is the 95:5 Rule and how to operationalize the...