A Father’s Unconditional Love

Our fellow working fathers in GJC were interviewed to find out their perspective of a father’s unconditional love.

1. Do you feel the workplace is supportive of working fathers? If yes, what makes it supportive, and how does it affect how you work?

Gabriel Chua: Our workplace culture is very supportive of its working parents. When I became a father in 2020, there were many firsts for me when caring for a newborn, and it’s honestly more stressful than work itself. But I was greatly encouraged by the advice and encouragement I received from my boss, who’s also a fellow working parent.

In the last two years, my son had to be hospitalised three times for health reasons, and each time he had to be admitted to the hospital for a week. However, my boss allowed me to work remotely to be close to my son while he was recovering. Juggling between work and having a newborn was a real challenge, and I wouldn’t have been able to do so without the strong support from the people I work for and with.

2. How do you separate between work and family time? What are some of your changes or sacrifices after becoming a father?

Gabriel Chua: I admit I’m quite the workaholic, having invested countless hours throughout my career. And when I newly became a father, I remember only reaching home after eight in the evening when my son was already asleep.

I knew I had to make significant changes in my work schedule to be a part of my son’s life. Hence, I made it a point to reach home earlier just so I could spend some quality time with him and my wife, and I find that this greatly motivates me to want to do better in all aspects of my life.

3. What does your family do to make you feel loved and appreciated? What does the company you’re in do to make you feel valued?

Ray Loh: My love languages are quality time and words of encouragement, and I feel most loved when my family and I spend quality time together. Their words greatly encourage and support me when they show genuine interest in my well-being and accomplishments.

At work, my colleagues don’t withhold constructive feedback and always take the time to acknowledge my efforts. My company has a culture of building and exchanging trust. It openly offers opportunities for growth and development and does an excellent job of involving me in specific decision-making processes.

4. How do you prioritise self-care and well-being while managing work and family commitments?

Ray Loh: There are three things I consider when I take time for myself and set aside time for work and family commitments:

I like to plan and schedule my time, allocating specific slots for work, family, and personal activities. Setting healthy boundaries in these aspects has allowed me to avoid work-related tasks during designated family moments and protect my time for self-care activities.

Lastly, open and honest communication with my work and family is vital. By expressing my needs and concerns, I can work with my colleagues and loved ones to find solutions that accommodate each without compromising other commitments.

5. Have you had any discussions with your employer or colleagues about fatherhood-related challenges or encouragement? How have those conversations gone? 

Jason Goh: Yes, I’ve had plenty of conversations with them. As a single father, I take on the roles of both a father and mother, from managing my children’s studies, their welfare, and even planning their holidays. On top of that, I must make sure my work isn’t delayed.

I have great conversations with my colleagues, especially those with kids. We share and exchange our experiences, provide suggestions for better care, listen better, and support our children. For my single or soon-to-be-married colleagues, I’d share with them the expectations of setting up a family and having children.

6. Was there a time when you encountered stereotypes or biases about being a working father? How have you addressed them?

Jason Goh: Fortunately, I’ve never encountered such situations before. I love sharing about my children with the people around me and even on my social media. My friends and colleagues support and encourage my efforts as a single father, and in return, it reminds me that I’m doing a great job as a parent.

Here is our article to find out a mother’s love version.

This interview was edited and rewritten for clarity by Destiny Goh, Marketing Communications Executive.

Your Thinking: Changing the Impossible

It’s undeniable that intelligence, talent, and ability have long defined what makes successful people tick. But there is something else far greater: their ability to rethink and unlearn what they value and make up most of their identity. Once challenged, doubt often leads to curiosity and the discovery of new knowledge. Grant, organisational psychologist and author of Think Again, wrote, “If knowledge is power, knowing what we don’t know is wisdom.”

There was a time when intelligent people were worshipped by the accolades that lined their shelves, the Ivy Leagues they attended, the number of groundbreaking research papers written, and so on.

While these are worth noting, sometimes, it is intelligence that withholds us from growth. Cognitive skills might matter more: the ability to rethink and unlearn, recognising when to abandon your most cherished tools and parts of your identity when they no longer matter.

Rethinking starts with acknowledging what we don’t know and are ignorant about. As we lay them out, we doubt how much we know and think we know.

So, why is it so hard to shed our old views and beliefs?

Firstly, we prefer the comfort of conviction over the discomfort of doubt. We listen to views that make us feel good when people agree and never challenge what we say. It makes us uneasy when new ideas make us rethink and shake our core beliefs.

Next is pride and arrogance–behaving like a ‘know-it-all’. If and when you’re told you’re wrong or there are better alternatives or approaches, you assume people might question your intelligence and knowledge.

Cognitive bias means we reject what contradicts our belief system because it makes us vulnerable, especially when those beliefs are tied strongly to our values and identities. However, we weren’t born with set values and ideas. Aside from our genetic codes, we have utter control over our beliefs.

Why is rethinking important?

Rethinking is a mindset and an unappealing skill set. Here’s a way to look at it: you think perseverance can help you excel in math, though told by plenty that you have no talent for it–that’s your theory. Excelling in it doesn’t solely rely on talent, but consistent effort and practice will–that’s your hypothesis. You continuously measure the results and decide whether your hypothesis sustains or quashes.

illustration of how a mind works in a rethinking process

Feigning knowledge, aka the Dunning-Kruger syndrome, is a habit that must be eliminated. It’s where we lack competence but gloat in confidence. Experience and a little knowledge don’t equate to competence and shouldn’t be mistaken for expertise. When we gain some experience on a task or situation, we assume we’re progressing and lose our humility, bolstering a false sense of mastery.

How do I ‘rethink’ without overdoing it?

Grant wrote, “You can be confident in your ability to achieve a goal while maintaining the humility to question whether you have the right tools in the present. That’s the sweet spot of confidence.”

The thought of having low self-esteem stands in the way of humility. But humility is a reflective lens that helps us look deep within ourselves, and confident humility is a corrective lens that helps us conquer our weaknesses.

An open mind responds with curiosity and interest to discover and explore new territories. It encourages one to identify the problem, develop your hypothesis and work on experimenting and testing them.

Be slow to critique or politick others when our beliefs are challenged, or when we identify flaws in other people’s reasoning, or to have our views heard.

What good does rethinking do?

There’s joy in being wrong, for it’s an opportunity to be fed with accuracy. A critical driver of success isn’t how much you know but how often you update your mind. Admitting to mistakes don’t make us inadequate, but it’s an act of honesty and the hunger to learn.

Acknowledging what you don’t know requires humility. This act motivates us to work harder, to find and only use accurate information because you periodically update your knowledge tank. It makes you reliable because you will detest assumptions or pretend you know something but have facts to prove that your statement is accurate.

Working hard but not doing it smartly puts you on a losing edge. Recalibrate your mind and re-evaluate your strategies, and you’ll see what works and what don’t–from getting feedback from others or deep soul-searching—it makes you a better and faster learner.

Exercise discernment whilst being open-minded. Some situations require us to stand our ground when we truly know what and why we believe in it. No doubt we’d gain mental agility. The purpose of learning isn’t to assert our beliefs but to evolve them.

Psychologist Carol Dweck wrote, “The growth mindset doesn’t mean everything that can be changed should be changed…especially the ones that don’t harm us or others.

Written by Destiny Goh
Marketing Communications Executive

#Voicesof.. Joshua Woo: Leading With Passion

My name is Joshua, General Manager for Oriental Aviation International & Good Job Creations Staffing Team. Presently, I oversee four teams across GJC and OAI. I joined this company in 2018 as a Team Leader. I make it my daily priority to maintain good communication with our stakeholders, building new relationships and garnering new ones.

1.How would you describe your leadership style, and why have you chosen it as such?

I will describe my style as leading through serving others; this creates a culture built on trust, transparency, an unselfish mindset, and fostering leadership within my team.

2.You are known to be a very passionate leader, but only a few know the reason behind that passion. Can you describe what motivates you and why?

I always strive and thrive to serve our colleagues, clients and candidates better. The 3 ‘C’s have always stuck with me since I started my recruitment career. I’m constantly motivated by my colleagues’ feedback when they let me know they feel happy and satisfied with our work environment and being in a culture that not only attracts but retains its talent; I’m also motivated by our client satisfaction with our services and the solutions we offer—where candidates are given a better livelihood that improves their living standards.

3.What industry trends impact your role as a manager, and how do you get your team to be on the same page?

One of the industry trends is working from home, which was first implemented when Covid-19 broke out. However, our line of work requires us to be present when we meet prospective and existing candidates, some of our staff have on-site client and face-to-face meetings within and across the teams, and some members work long hours. Hence, we have introduced flexible working hours that allow our team members to recharge before another day of work.

I have witnessed working in the office and having flexible timing has dramatically increased our productivity and promoted a healthy work-life balance culture.

4.Have you ever had to execute a project with a small budget or a need for more resources? Can you share with us how did you manage it?

This brings me back to 2 April 2018, when I first heard these words from our Managing Director (MD), Kimiya Shibazaki, “Justice without force is powerless; force without justice is oppression. Never stop growing, and never stop believing in our possibilities.”

The biggest project was to create a Staffing Team that same year. We had zero clients, candidates, and colleagues; we didn’t have a single recruitment tool or technology to help us with our process. This seemed like an impossible project; nevertheless, we were determined to make it work.

I made good use of my existing tools to keep track of all my candidate and client base and made endless cold calls from leads I generated from newspapers and online job portals. I wrote countless emails to prospective clients to introduce our services and the solutions we offered and leverage the Permanent Staffing Team’s existing clientele base. I also participated in plenty of HR events. I participated in networking sessions to grow our contacts and reconnect with past clients that previously engaged me.

With those encouraging words spoken by our MD, through grit and determination, we continued building everything from the ground up, from setting the rules and regulations to recruiting members to join our team. We then moved on to implementing a payroll system. We hired individuals with an entrepreneurial mindset, willing to take risks and exhibit humility in all aspects. Through this, we created a culture that adhered to the statement ‘All for One, One for All.’

Today, I am happy to share that we have over 20 dedicated consultants and 800 contractors under our payroll.

5.Employees often seek to be mentored by inspiring leaders. Describe how they were performing initially and what they are doing now.

Two years ago, I noticed a member had performed exceptionally well in her role. Early last year, the management was planning an expansion project, and we needed all the support we could garner. Hence, after taking note of the spirit of excellence this individual has exhibited, I decided to mentor her to smoothen the transition into her role of supporting the business project. Today, she is happily contributing to the team working on payroll.

I’ve always made it a point to mentor and share my experience with members regardless of their title or position, and in return, I learned so much from them. The newly joined consultants I mentored years ago are now Team Leads of their respective teams.

6.What goals have you set for your team this new financial year, and how do they align with your company’s core goals?

Things run differently in the recruitment industry, and some of our goals are sales driven. Some internal goals that were set were identifying and promoting the generation of our current members and hiring more fresh graduates that majored in HR consulting to join the staffing and recruitment industry team to unearth different portfolios of our business. In this process, we are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.

“We are determined to raise experienced leaders in our industry to continue the legacy—of providing jobs for people and improving their quality of life.”

7.If there is one advice you’d give to your younger self, what would it be and why?

In the earlier years, I behaved selfishly, had unrealistic expectations and was even stubborn sometimes. All those actions resulted in me making some rash decisions and having unnecessary confrontations in the early days of my career.

Some advice I would give my younger self is to exercise more patience, take time out to think things through before I speak and act, and practice putting myself in the shoes of others. By doing so, I could have avoided those mistakes.

Interview by Destiny Goh

Marketing Communications Executive

A Glimpse Inside A Mother’s Heart

On this Mother’s Day, we want to take some time out to celebrate all the amazing mothers around the world. It is no secret that most women assume multiple roles once stepping into motherhood and still manage to get things done as they exhibit excellence at work and home.

Today, we were granted an opportunity of speaking to some of our new and experienced mothers at Good Job Creations, empathise with their struggles, share their joy and see how a company is able to play the role of supporting working mothers. Here are their stories:

1. How long have you been a working mom? What have been the most significant struggles you had and the greatest joys?

Kelly Ng, Accounts Assistant

I’ve been a working mom for nearly 10 years. One of the most significant struggles of being so is having to balance between work and family responsibilities, especially when I am my children’s main caregiver. Most of the time, I’m plagued with guilt of missing out on so many moments of my child’s growth and I constantly worry about their well-being when I’m not with them in person.  At the same time, my children are also my biggest motivators—from the questions they ask to the ringing sounds of their laughter, these little ones remind me to appreciate the little things in life and always to be the best version of myself.

Slaine Wong, Senior Recruitment Consultant

I’ve been a working mom for over three years now. I remember struggling greatly during the initial stages of breastfeeding, and I had to do it day and night. Due to a low supply, I was unable to provide enough milk for my son. I was also battling mild depression back then and was unable to get enough rest daily. But yet, my greatest joy is watching my son grow stronger and learn new things each day. He’s never failed to surprise me with his pure love.

Denise Tay, Principal Recruitment Consultant

I’ve been a working mother for 2.5 years now. I experienced the darkest period of my life when my son had to spend his first month since birth in the hospital. When he was fit to come home, I felt so miserable having to choose between work and my child and on top of that, I struggled to find time and space even for a short breather, and I now understand that being a mother is a full-time job. My heart is so full when I look back and see how much my son has grown since. My simplest joys can be found when I have my son run to me after I get home from a long day of work. I also find myself catching the earliest bus and train just so I can maximise the time I have with him. There’s nothing I’d trade for my journey as a mother, my son is the best thing that’s ever happened to me.

“There’s nothing I’d trade for my journey as a mother; my son is the best thing that’s ever happened to me.”

Elaine Lim, Manager

I have been a working mom for close to 15 years! Even after all these years, it’s still rather challenging juggling between being a working mom and managing my family. One of the struggles I remember vividly was when my daughter took PSLE (primary school leaving examination). I wanted to be able to support her in person, whether in her studies or emotionally—I wanted to be there for her. Thankfully, my boss and a fellow parent understood my needs and allowed me to work from home for a period.

One of my greatest joys was when my daughter did well in her PSLE! It was challenging for her due to the change from learning in the classroom to home-based during the pandemic, and I was glad that I could be by her side when she needed me the most.

Voon Jie Ying, Team Lead

I’ve been a working mother of two for six years and struggled greatly back when the Covid-19 pandemic hit worldwide. What used to be my usual routine (travelling back and forth between Singapore and my hometown, Malaysia) was put to a halt due to movement restrictions, and I was unable to see my children for three whole months.

However, I was overjoyed when the company granted me the opportunity to work whilst in Malaysia. This alone allowed me to spend time with my kids for an extended period.

2. In your opinion, what type of support is valuable to all working moms, be it from your family or the company?

Mai Koyama, Business Development Executive

I was born and raised in Japan, and I’m currently working in Singapore. When a company offers flexible working locations, it could do wonders. As a foreigner residing in another country, this greatly benefits me. The opportunity would allow my kids to spend time learning about their culture and identities in Japan.

It’s great when companies host family-friendly events for working parents. Though the little ones might not understand what’s happening, having them around us allows them to feel close and involved in our lives.

Jasvin Kaur, Senior Recruitment Consultant

For myself, having a company that sympathises with working parents and provides the flexibility of working from home so that you can look after your child brings about a great impact. That way, we can be involved in our child’s lives as much as possible. This is a huge advantage for me because when my company does this for me, it shows that they value me as an employee, and in return, I give them my full loyalty.

To all mothers out there, you are amazing.

Sending our love to all mothers out there and wishing you a Happy Mother’s Day!

Here is our article to find out a father’s love version.

This interview was edited and rewritten for clarity by Destiny Goh, Marketing Communications Executive.

Feedback: Why you should ask for it

Feedback is critical to one’s professional growth and development. It raises awareness of your strengths and weaknesses, extending opportunities for areas you can improve or capitalise on. Learn the differences and see how it impacts your ability to succeed.

Before Alex Berger became one of Hollywood’s successful television writers, he understood it was a winner-take-all industry. He also knew that the quality of his writing was his only bet to impress a tiny group of buyers. He worked hard and often took gigs that didn’t pay well so that he could learn the basics of what makes a good and standout script. Aside from deliberate practice, he aggressively sought feedback on his early drafts from experienced people around him in the same industry. “I thought I needed more samples to get to work” because his main goal was to write for national TV, and that gave him leverage, and soon people noticed his work.

The Different Types of Feedback:

Appreciation, guidance & encouragement feedback

Words of appreciation, guidance, and encouragement are a form of motivation and recognition to encourage individuals and ensure their hard work doesn’t go unnoticed. It allows suggestions for improvements and a chance to ask questions. Evaluations like this should be specific and personal instead of a generic “well done”. When overused, it becomes meaningless.

Informal & formal feedback

This method offers spontaneous comments providing clear ideas of your performance throughout the year, whereas the latter happens within more formal settings like performance reviews.

Forward feedback

This brings up issues and mistakes that need fixing and improving; it provides more precise context and has individuals toward it, cultivating behaviours that help them advance strategically.

Negative feedback

Negative input from others can be a double-edged sword–it can be beneficial, but it can do significant damage if wrongly communicated. In a corporate setting. Renowned psychologist William Swann put it when humans receive comments that conflict with our self-image, we “suffer the severe disorientation and psychological anarchy that occurs when (we) recognise that (our) very existence is threatened.”

Feedback is often misunderstood because the ones who ask for it fear it will do more than correct it. To counter this, learning to phrase your questions accurately can help you get the response that you desire and build upon.

For example, instead of asking, “Can you give me feedback on this project?” try, “Can you show me what I could have done better in this section?” Being precise makes it easier for you and the person you’re asking.

Five reasons why feedback helps you grow and succeed:

1. It keeps you accountable.

Asking and receiving feedback lets you know if your work is on track and is heading toward the goal you set for yourself. It creates a sense of self-awareness and accountability towards others as you relate your work to them; it helps you take ownership of it and focus better.

2. It helps avoid mistakes.

Although some of the biggest lessons are best learned from mistakes, you can avoid careless mistakes when asking. Tap into the collective wisdom of those around you, learn from their experience and insights, and watch it become a tool for continuous improvement and long-term success.

3. It motivates you.

Asking for feedback motivates you to push yourself to thrive continuously because you’re made aware of what you excel in and what you can improve. When others take the time to provide them, they value and appreciate the work done. Moreover, asking what others think shows a willingness to learn, grow and improve.

4. It overcomes creative blockage.

Often, people get stuck with no plan to progress, especially when faced with a complex problem or challenge they need help to overcome. Asking for comments is an excellent way to gather new ideas and outlooks from others. Whether asking those in similar situations before or perhaps a third party whose problem-solving skills inspire you to keep you going. Instead of asking someone, “How do I solve this problem? I keep getting stuck.” try, “What tools and resources can I use to make my workflow more manageable?”

5. It overcomes irrational fear.

Research has shown that most people fear when asking for input; it induces negativity and dampens their self-esteem. However, asking for opinions is the first step to overcoming irrational fears. The first step to solving a problem is acknowledging it exists. The idea is to clarify that you seek honest input to help you grow and what you can do better. Listen before jumping to conclusions; being defensive diminishes your desire to ask further, and people might not be honest with you.

I want to point out some limitations to asking for feedback, such as receiving conflicting input from multiple sources where not all of them might be valuable. Additionally, feedback may not always be accurate or objective and may be influenced by personal bias or agenda. Exercise utmost discretion even when seeking and accepting the opinions of others.

Written by Destiny Goh
Marketing Communications Executive

#Voicesof… Ayumu Matsuki: An Effective Leaders’ Guide

My name is Ayumu, and I joined this company three years ago as a fresh graduate. I’m currently a Business Development Team Lead handling the Manufacturing portfolio. I am responsible for client handling and making sure my team performs to their utmost excellence. I have been with the company for three years, and I hope my insights and experience on the job will help you see things from a new perspective.

1.What strategies will you implement as a newly appointed Team Leader to build a cohesive and productive team?

It’s crucial to remind the team members to set individual goals and goals to be achieved as a team. I encourage open discussions between team members to let them know I’m always ready to listen and help.

Being transparent with them about our performance and letting them know where we stand is essential too. With that information made known, it’s easier for us to work together to achieve a unified, clear goal.

2.What tools and resources do you use to make your work more effective?

I have been using these three tools and resources to help me produce great work and productivity.

a. Journal: I keep a journal where I write down everything, from thoughts, ideas, and emotions into it. Daily self-reflection helps me be aware and intentional: to improve in areas I’ve not done so well and to celebrate little victories of that day.

bE-hailing services: I acknowledge I am not a morning person and value my sleep more than anything, and being stuck in traffic is not a good start to anyone’s I used Grab or Gojek to minimise the hassle of travelling so that I can concentrate on myself without being bothered by others and have a moment of silence before I start a long day.

c. Miro: This is a fantastic tool I use daily to help me sort out information using flowcharts to improve my daily workflow and formulate my mid to long-term planning.

3.How do you plan to track the productivity of your team members? And what will you do to support them if they underperform?

Being engaged and involved in their tasks is something significant to me. I prefer to be kept in a loop to know what is being done daily, but I trust my team enough not to micromanage them. It’s essential to give them feedback on what they have done well and to let them know the areas they lack that can be improved.

When a team member underperforms, I will set aside time with them and have them discuss things with me. Understanding the challenges and difficulties (the root cause) is vital, and we can both develop a solution that improves the situation.

4.Give us an example of a skill you have acquired on the job and which areas of work it has been helpful in.

As time went by, I picked up people skills after working with so many individuals. I learned the importance of teamwork and getting everyone involved, making each other feel important.

As a Business Development personnel two years ago, I wanted to do everything on my own—from finding my clients to candidates and having to follow up with either of them took a tow on me. Hence, working together has also improved my communication skills and emotional intelligence.

5.What advice, lessons or insights have you gotten earlier in your career that has guided or inspired you?

My mentor constantly reminded me of the value of staying humble. This is especially important in a work setting. Our company’s average age group is relatively younger than other companies, and promotions are often handed out to people with excellent qualities and performance.

Often, some people think it’s okay to be arrogant just because they are handed out a new title and elevated to a new position. They think it’s solely due to their hard work and begin to treat others differently. Learn as much as you can from others with a good attitude.

‘The key to growing is to stay humble, regardless of your position.’

6.What would you like to impart to those who aspire to follow the same path as you did?

Results come first. In our industry, it’s somewhat competitive due to respective sales targets. We all know that hard work and perseverance are necessary, but the outcome is your results. If you want to advance the corporate ladder, you must be able to show and prove what you can do and do it well. Wherever you are, whatever designation you’re in, it’s essential to keep track of your progress and account for it. Based on my experience, many people demand a promotion or benefits before showing they can contribute to the entity or even their team first.

Next, being able to garner the support of others would help you advance further. Often, achieving something significant is done through the support of others. The ones that believe in you will naturally encourage and journey with you.

7.What are your preferred methods of communication with your team members to ensure all of you are on the same page?

I prefer the utilise tools that increase productivity and efficiency. At the office, all our communications are done via Microsoft Teams; it’s also where every individual can get the latest updates, reply to chats, schedule and attend meetings and use various productivity tools on the platform.

I do my best to share all the information within our group chat to allow them to grasp the rough idea of my plan first, and then it will be followed by a short face-to-face chat to ensure we’re all on the same page.

Interview by Destiny Goh

Marketing Communications Executive

Mindset: the starting point for change

The mind is the powerhouse that shapes your entire being. However, a mindset is just a belief that can easily be replaced. This article unravels the difference between a growth and fixed mindset and what it does to and for you. You decide whether you choose a fixed mindset where everything’s set in stone or a growth mindset that takes you on an incredible adventure. 

You must have thought about what you intend to get out of your career–to make the most out of it or make enough money to ‘get by‘. Your choices are pre-determined by your mindset, where there are two kinds: the growth mindset and the fixed mindset.

People with a growth mindset seize opportunities to improve and develop. In contrast, a fixed mindset leans toward familiarity, whose minds are set in stone.

Our mindset is fundamental for development. Aside from learning, it impacts other areas of our lives, such as careers, relationships, and lifestyles. It shapes our character, seeps into our speech, and moulds our decisions and actions. A mindset is a belief, and it’s something in your mind that you can change.

Fixed Mindset

A fixed mindset dismisses people from the privilege of ‘becoming‘; they already have to be. To them, criticism is likened to ugly marks, and failure seems like a forewarning of incompetency. When faced with failure, their ego takes a hit, and they either blame others or give up.

Some dwell too much on past praises of their talents and gifts, hoping it elevates them to a higher status wherever they go. While this mindset creates a consciousness that they already know the permanent truth about their competence, they become unbothered with trying so hard—either they have the talent or don’t.

Growth mindset

A growth mindset acts in contrast; they understand that deliberate practice works best with a resilient mind. It’s a mindset centred on self-development and not outdoing others, for they find value in what they work on, no matter the outcome.

Failure doesn’t faze them for long. Instead, they determine areas needing improvement and establish a plan for the follow-through. However, the growth mindset does not force anyone to pursue something, but it’s saying there’s always an opportunity for refinery, it builds mental toughness, where qualities like these eventually develop into characteristics of a champion.

American psychologist and author of Mindset, Carol S. Dweck, wrote, “When you think you’re not good at something, you can still plunge into it wholeheartedly and stick to it… you plunge into something because you’re not good at it.”

Confidence vs Willpower

Does this mean people with a fixed mindset need more confidence?

While confidence is a double-edged sword, it’s not a necessary element in a growth mindset because they are affixed on improvement and development. People with a fixed mindset can walk into anything feeling overconfident but pulls back quickly when plagued with setbacks. Conversely, willpower is what you need. It’s rejecting short-term gratification to pursue long-term goals or objectives. 

Here’s a comparison between the two mindsets:

Before you pass any harsh judgement toward those with a fixed mindset, understand that there are plenty of factors influencing the way they think, such as:

  • The perception of failure and the reactions received
  • Continued struggle or failure despite the effort and long hours
  • Influence and observation of their peers
  • Lack of guidance
  • Former pedagogy
  • Nature vs nurture

Mindset: charting a new course

Ironically, many growth-minded people had no plans to reach the pinnacle, but somehow, they focused on doing what they loved. The top is where the fixed mindset aspires to be, but the growth mindset reaches it because of their pursuit to better themselves.

It’s challenging to let go of things you’re accustomed to. And especially when you intend to substitute it with a mindset that embraces challenges that takes you out of your comfort zone.

Five ways you can adopt a growth mindset:

  1. Determine your fixed mindset triggers

Figure out what triggers your fixed mindset, it could be past feelings of hurt and pain that stop you from attempting the task again, or there was no fruition despite the effort.

  1. Be intentional with your actions, thoughts and words

As you become intentional in what you say, do or act, you begin to slow down and be more aware of what slow growth can do for you; it helps you appreciate the process.

  1. Seek help and advice from people with growth mindsets

We learn better from one another. Look around to see who inspires you through their pursuit of growth and development. They are the ones who can give you valuable and actionable insights.

  1. Daily reflect on your failures and successes

Self-reflection helps you evaluate your mistakes and acknowledge your accomplishments. You will begin to realise what works and what doesn’t.

  1. Reward effort, not traits

Talent and gift are traits that will only get you so far, but what you invest–deliberate practice, effort, perseverance–will get you what you desire.

The mindset is the starting point for change. Knowing what you want to achieve is the first step, but making it happen is where the real work comes in, so stick around and be patient. Unless, of course, you decide you’re comfortable living an ordinary life.

Written & Illustrated by Destiny Goh
Marketing Communications Executive

#Voicesof… Kimiya Shibazaki: Going Above & Beyond

1. Can you describe your typical week on the job?

In a typical work week, I attend about 15-20 internal meetings back and forth between two companies under my leadership and Will Group Japan. On top of that, I also have regular meetings with our external parties consisting of vendors, suppliers and clients. Next are approval matters such as payments and hirings, report preparations for Will Group Asia Pacific (this group oversees Will Group Japan’s overseas operations), the occasional mid-term business planning and setting aside time to catch up with my colleagues regularly.

Aside from the heavy work schedule, I made it a point to plan my exercise sessions at the beginning of each week. Sports are great stress relievers, but it also helps keep my mind sharp throughout the day. This is one of my many small efforts to maintain a work-life balance.

2. Only a few individuals have the ability and capacity to lead two companies at once, and you are one of them. Give us an example of one of the many challenges you face managing them, from maintaining corporate culture to strategising business directions, and what you did to overcome it.

One of my many challenges is managing three different business emails, three TEAMS accounts (our designated communication channel), three calendars, and shared files between OAI, GJC and Will Group. I use both application and web versions for most tasks as I check multiple accounts.

Communication with colleagues regarding different matters is another challenge. But I make it a point to engage in multiple levels of communication within the workplace to set an example of our culture and openly share our company’s direction with all members. I believe a relationship between corporate culture and communication will be solidified when there’s a good communication network within the workplace.

I would also like to acknowledge my fellow committed General Managers: Gabriel, Joshua and Terence. Over time, I’ve developed a sense of trust in them to lead each business unit, steering our members in the right direction with our unique culture.

3. In your opinion, what do you think makes up a good leader and why?

Hands-on skills, knowledge, speed, and proactiveness make up a good leader. A leader should also know what the ground situation is like, as his ultimate task lies in decision-making. When equipped with sufficient information, their decision-making would be fast and accurate in every way possible.

To put things into perspective, a good leader must possess hands-on skills to make swift decisions. If you aren’t proactive in ensuring you have full knowledge of what’s happening on the ground, your choices will likely be impractical and have an adverse effect. The trust of others diminishes in a leader if they can’t present practical and feasible solutions.

4. What values do you hold firmly, and how does that affect how you carry yourself in and outside work?

One value I firmly hold is to ‘always strive to be above average, no matter what.’

This value has been engraved in me, and it always pushes me to work harder when I’m surrounded by people of calibre­­­, whether in or outside of work. It also factors into everything I do in and for my career, my role as a son, husband and father to my two children, and even my hobbies and sports.

There’s an unspoken beauty about consistently investing your best efforts into what you care about and what is important to you. You reap what you sow.

‘Always strive to be above average, no matter what.’

5. As the leader of both firms, there are difficult decisions for the company’s good, but you know that the outcome can’t please everyone. So, how do you deal with criticism?

This takes me a quick trip down memory lane when I first took up the leadership role in 2014 as an Assistant Manager at GJC. Perhaps I was too soft-hearted and hesitated to give direct or harsh feedback to my members. But I was persistent in bringing up the morale through my hard work and having meals with my fellow colleagues to get to know all of them better.

However, there came a time when some of my members could not perform, and the criticism fell back on me. Harsh comments were spoken, such as myself being unsupportive; some even went as far as to claim that I was showing favouritism to certain members and that I was not doing much at work.

As a leader, I clearly understand that my role is to expand the OAI & GJC business capacity and possibility while ensuring its operations’ stability. Every decision I made aimed toward that particular goal. To make it happen, I’ve always been ready to make painful decisions, bearing in mind that I can’t always please everybody, but as long as it’s for the company’s good.

On the other hand, as an experienced recruiter and in business development, I know that ‘answers are always on the ground‘; in other words, to every problem, there’s a solution, and you must look for it. In a way, constructive criticism taught me to reflect on areas I can improve, thus enabling me to be and do better.

6. What was one of the most challenging moments you’ve experienced throughout your career? Was there a breakthrough moment?

I remember a time in my career all too well, and I think it’s a story worth re-telling. Three years ago, when Covid-19 was rampant across the globe, I was assigned to take over OAI as the Managing Director. The economy’s stability was not looking great; truthfully, it was a nightmare for every working individual, especially those who ran businesses. I knew there was much to be done and absolutely no time to lose to keep the company afloat at a time like this. I needed to get to work immediately.

My immediate action was to list all the problems and challenges that would take place, and some were already happening. One by one, we worked as a team to tackle every single one for a year. Throughout that arduous journey, I worked with some of the most persevering, receptive and flexible colleagues. They all played a role in keeping the company’s operations running seamlessly. When I look back at it, yes, it was one of the most challenging moments in my career, but it was also a season I will always cherish.

To wrap things up, I believe there’s still much work to be done during my tenure as Managing Director for GJC and OAI. There are still areas in my leadership I want to improve, plenty of business ideas to be explored, and growth and development to be continued­. After all, the path to long-term success is an endless journey.

My advice is to make every challenge and defeat a learning curve, to acknowledge but not succumb to them. Make it a point to improve at what you do every day, learn and sharpen a skill, accumulate knowledge and practice; perseverance and consistency is your best friend.

In all you do, never give up and strive to be above average, no matter the cost.

Interview by Destiny Goh

Marketing Communications Executive

6 Tips For Smarter Negotiation Of Salary & Fair Compensation

The complexities of the Singapore job market today should never intimidate you from negotiating a fair salary and compensation. Anyone who contributes valuable work that increases a business’s revenue should be fairly compensated and it can be done through careful evaluation of the company you choose to be in and understanding who you’re dealing with. Be flexible with the terms offered, negotiate requests with justifiable reasons and work for the rewards you desire.

Here’s what everyone knows but chooses to ignore: the modus operandi for each business differs and they don’t all play by the same rules. Some have constraints in areas that aren’t revealed to the public, and some are seemingly more generous than others. Though distinct, they work to compensate their employees the best way they know how. But there’s a different breed of people who want more than what’s offered and will take a different route than others through smart negotiation. 

There’s a difference between negotiating to get the things that you want and the things that you deserve. Complexity creates opportunities for the shrewd whose skilful negotiations seep through the cracks of the terms and conditions of an employment contract for they shall reap the benefits that come with it. 

1. You don’t get two shots at first impressions.

You don’t get a second chance at first impressions. It matters because that’s how the hiring committee will see you from here and now. If they like what they hear and see, they will fight for you. Henceforth, whatever approach you take from here determines your leverage between the prospective hirers and yourself. Carry yourself with humility and confidence as you negotiate to seek common ground in an offer you disagree with. Negotiate, not demand, lest make you sound arrogant and entitled. You can avoid such negotiations by practising with experienced colleagues in return for constructive feedback. 

2. Be intentional, not play hard to get.

There’s no hard and fast rule against having multiple job offers and simultaneous interviews, after all, you’re looking for the one that best fits you. It’s best to make your intentions known from the beginning because no interviewer wants to break their backs negotiating with the higher-ups just to get what you asked only to receive a “Sorry, I’m not interested.” Refrain from rubbing it in their faces though you may have multiple offers under your belt. Initially, it may seem like leverage but overdoing it might send them a message that they might not get you and might retract the offer altogether. If you are interested, make it known. State what sort of benefits or conditions you can agree on, enough to forgo the other offers you have. 

3. It’s not always about you.

Everything about you might look and feel good but it doesn’t dictate that they’ll give you what you want. Consider this: every company has budget constraints that are non-negotiable, but tactful negotiators take note that though one component is inflexible, they begin searching for ones that are, through a little probing. As you understand the other party’s constraints, you will be able to propose options that work to solve the problem between you and your prospective employer. 

4. Ask anything, everything, all at once.

Most times in the midst of negotiating a fair offer, having tunnel vision when it comes to getting what you want puts you at disadvantage. You’re better off thinking thoughtfully about everything you want before an offer is finalised. Remember this: prior to stating any request during the negotiation stage, list out things that you require and state the relative importance of each to you. Set aside time to list them all at once instead of coming up with new ones every time changes have been made. This not only robs someone of their giving but turns off those who seek to be understanding of you. The ones making the offer don’t have time to figure out what you want and probably will pick the ones that are pretty easy to give you. You’ll end up with an offer that’s no better than the initial. 

5. Think beyond the money.

Never allow money to cloud your judgement, especially in any decision-making. Think of the job prospects—what it offers, the room for growth and development, job flexibility, location and work hours, perks, and certification courses that upskill and increase your market value. Consider not only what but when you want to be rewarded. Perhaps the beginning of your career journey might seem less than glamorous but working strategically towards it gives you the leverage to reap the exquisite rewards later. Think ahead and beyond as you map out your career course.

6. Calculated Persistency with Consistency.

Nothing’s ever set in stone. What’s non-negotiable today may be negotiable tomorrow; give it time. Direction changes and constraints loosen—learn to wait it out. Suppose you suggest to your bosses that it’s time for a pay raise, considering the amount of time you’ve been with them and the kind of tasks you take on. Bear in mind that a decision as such means the answer is never immediate, sometimes, it’s an irrefutable ‘no‘. Have the patience to put off hasty judgement before making any rash decisions. Prove to your bosses why you deserve what you requested. Be bold to revisit the conversation that was left unresolved, because some time down the road, the person may be able to do something they couldn’t do before. But beware of incessant persistency that puts off the decision-maker, you want the scales to tip in your favour, not the opposite. 

Written & Illustrated by Destiny Goh
Marketing Communications Executive

So Good They Can’t Ignore You— Craftsmen Journey To Great Careers

Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” – Benjamin FranklinWhat sets the highly successful and the mediocre ones apart are their mindset and what they do with their time. Take a dive into the mind of a craftsman–the ones who work strive to be so good, they can’t be ignored. 

To follow your passion to do the things you love is risky, if not foolish advice. Passion culture has taken the world by storm today, encouraging people to stop and think about what they truly want and to just go for it–courage they call it, that ultimately sets them up for failure. 

This also means dropping everything they’ve worked (so hard) for just to pursue a career based on a whim of emotions and short-term desire, hoping that the ideal career will soothe some itch, yet failing to realise success is not served on a silver platter. 

Let me put it this way: There is no dream job waiting for you; rather, it starts with you. There is no better depiction than the life of a craftsman. What they do, is spend their entire lives not only creating but perfecting their crafts. These people are? some of the harshest critics of their work because the end goal is clear to them: To produce crafts that will wow people. 

Like any working adult, the idea is to get a job well done. However, there’s a different breed of people–the high achievers–ones with dreams and goals to soar above and beyond. They not only recognise but understand that it’s more than just ‘staying passionate’. To put it bluntly, when passion dies, demotivation follows.

In the absence of ‘career capital’, their yearning for control will never be reached until they gain that leverage.

Channel that Passion into Craftsmanship

One of the defining traits between good and great is the focus on craft rather than the pursuit of passion, which Cal Newport stated in his book, So Good They Can’t Ignore You.  Though the difference in both seems menial, the differences in how each mindset functions conclude otherwise. 

The passion mindset makes you feel entitled about what your work can or should offer you–it makes you hyperconscious of what you dislike about it, thus causing you to nitpick at everything. 

Ambiguous questions like “Am I meant to be here?” or “Is this what I’m meant to do?” will eventually surface, causing inner battles that lead to dissatisfaction and confusion.

In contrast, the craftsman mindset offers clarity, meaning that there’s a goal to be achieved and they work tirelessly at it. They prioritise and recognise what matters and what doesn’t. They are acutely aware that building a skill requires long-term learning and practice, and by doing so, they accumulate career capital and add value to the table

Becoming A Craftsman, or rather, a Shi-fu

The 10,000-hour rule was introduced in Outliers, brilliantly written by Malcolm Gladwell. Here’s what he wrote:

The idea that excellence at performing a complex task requires a critical minimum level of practice surfaces again and again in studies of expertise. In fact, researchers have settled on what they believe is the magic number for true expertise: ten thousand hours.

Gladwell’s statement proved that great accomplishment is not about natural talent, but being in the right place at the right time. To add to this astute excerpt, what type of work you have been doing throughout this period holds just as much weight

By taking on the role of a craftsman, you are to dedicate yourself to deliberately practicing again and again until you develop muscle memory that results in excellence. The idea is to not settle for mediocrity or what is considered acceptable. Complacency will destroy everything that you’ve worked so hard for. 

Career Capitalists Who Set Out To Conquer

Newport summarises this: Traits that define great work are rare and valuable; supply and demand 101 say if you want these traits, you need rare and valuable skills to offer in return.

Great work occurs when your creativity sets out to push boundaries; great work creates impacts that change the lives of others; it’s where you garner control of your work instead of having it control you–giving you leverage and autonomy.

For those who are still figuring out what to pursue wholly, start by assessing what career capital is valuable in the market, then work to gather a capital of valuable skills through relevant experiences that translate into valuable opportunities

Don’t sit around and wait for permission to do interesting work and absolutely do not be intimidated by the star-studded qualifications that others have but strive to work for them. 

Don’t settle for less. 

In any career you choose to be a part of, there are valuable things and people you can learn from, and skills of your own to contribute to it. Take the opportunity to shape, mould, sharpen, and hone your skills. 

The key is to force yourself through the work, force the skills to come and make that the centre of your focus

Reject shiny new pursuits even when things get rough; this distracts you from reaching your goal and slows down the momentum of the hard work you’ve invested in. 

Now that you have seen a different perspective on how you can build a career you love, you also see the importance of how being so good at what you do can catapult mediocrity toward excellence. Ultimately, the decision is yours to make. 

 

 

Written & Illustrated by Destiny Goh
Marketing Communications Executive