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Make Time for Productive Work

gjc on July 18, 2023

The hustle culture has sparked quite a debate among people who need to slot in activities throughout their day to feel productive—that doing more makes them one step ahead of the rest. And then, some people think a work-life balance ought to be a priority, calling hustling culture toxic.

There’s beauty in working hard but finding time to rest; constantly going on the go will deprive you of rest, recharge, and, eventually, burnout. 

What is Productivity?

Economics defines productivity as the output per unit of input, whether it’s labour, capital, or other resources—it’s how much work is done because of the investment of any of the above.

Being productive alone doesn’t guarantee you get everything done. When you’re in the ‘zone’, time often goes unaccounted for, and your only concern is finishing as much as possible, regardless of your work quality. As a result, you might even miss out on the most important thing you have to do and feel overwhelmed even before the day ends.

Making time for productive work

There’s nothing wrong with wanting to complete more in a day, especially when you have an overflowing work pile, but constantly racing against time makes you lose focus.

Instead of bulldozing through your work and whining about not having enough time, you can change how you do it by making time. Authors of Make Time, Knapp and Zeratsky explains by doing so allows you to choose what you want to focus on based on priority and channel your energy toward it. This approach helps you to be more intentional with how you spend your time.

How do you make time?

1. Prioritise, not compromise.

Everything on your list screams equal importance, but must it be urgently completed? Former U.S. President Dwight Eisenhower once said: “I have two kinds of problems; the urgent and the important. The urgent aren’t important, and the important are never urgent.” To simplify this, excellent time management equates to being effective and efficient. We should spend time on important things, not just urgent ones—because the consequences of not dealing with them are immediate.

First, write down all your tasks and then categorise them based on urgency and importance. This will help you be intentional and proactive as you navigate your day instead of multitasking.

2. A man with a plan

With planning, you won’t have to decide what you need to do next or what you should or could do. Before you start a new day, make it a habit to write down all your tasks and label them according to their priority and importance. Next, create time blocks for your task, breaks and a goal you want to achieve that same day—this will allow you to keep track of your progress.

Now that you’ve already defined your day’s parameters, you can focus on how you want to do it and get things done. Make time for breaks by taking a walk, or grabbing a healthy snack; sometimes, a change of scenery would also do wonders.

There may be scenarios when an unplanned task demands immediate attention; if it’s urgent and important, be flexible and rearrange accordingly.

3. Practice digital minimalism

We’re either heavily addicted or reliant on our mobile devices for convenience, information, and entertainment. Addiction often leads to distraction, yet it’s a no-brainer to throw away all your gadgets and live like a caveman.

Instead, redesign how you use technology; rather than having it control you, it’s time to take back control. Simplicity is key; a pen and paper might be all you need to plan your day instead of spending a half-hour moving tasks around for aesthetics on your computer.

Next, log out and remove all social media apps that get your fingers itching to pick up your phone, turn off notifications to prevent you from glancing at your screen every time it lights up and remove all open tabs on your computer from the day before.

Simple, effective tools that work from beginner to productivity expert.

#1: The Pomodoro Technique.

The Pomodoro technique is widely known as a time management system that encourages people to work within the time set and not against it; it’s an excellent, easy-to-use tool for beginners. Choose a single, important task to focus on, set a timer for 25 minutes, and then take a five-minute break after.

#2: The Eisenhower Matrix

The Eisenhower Matrix is used to organise tasks by urgency and importance, to name your priorities and determine what will potentially distract you. This powerful tool is known for its ability to minimise the stress of deadlines and help you be more intentional and efficient with your time.

#3 The Trident Method, template courtesy of Ali Abdaal

The Trident, a three-pronged time management method created by Ali Abdaal, doctor-turned-YouTuber productivity expert. You can break down your planning for the year, month, and day with a calendar. In a year’s plan, you get a bird’s eye view at first glance—what you want to achieve and complete throughout, such as a goal, new side project or even plan a trip.

Weekly plans let you plan your days systematically instead of having everything everywhere. Planning for the week keeps you from being overwhelmed.

Lastly, daily planning shows you what you’ll be focused on throughout the day. Make space for interruptible activities and personal life, then do your best to stick to it.

If you’re already doing a great job in managing your time and getting things done, keep it up. But if you think there’s still room for improvement, choose and experiment with tools that work best for you; there’s no one size fits all productivity system or tool, and if you need more time, make time.

Written by Destiny Goh
Marketing Communications Executive

Illustrations made with Canva

#Voicesof… Liu San Li: An Ex-Private Banker & Investment Specialist’ Perspective

gjc on July 4, 2023

Previously a banker of 10 years, San Li has held positions such as a private banker, investment advisor and stockbroker at Coutts, Citibank, DBS and more. He left banking in 2005 and pursued a career as a specialist recruiter for the Banking and Finance sector. Having direct banking and recruitment experiences allowed him to see and analyse both worlds from a vantage point of view.

Recently in March 2023, he joined Good Job Creations as the Banking and Finance Team Lead.

1. Your colleagues have known you to be passionate about your job, and every career has ups and downs. What keeps you going, especially in the face of challenges?

I was fortunate to have turned my passion into my career. At a young age, my relatives exposed me to topics and discussions about the financial market and stocks— I was intrigued and curious about its complexity. I joined the Banking and Finance industry in my early 20’s, stayed for about ten years, ventured into the recruitment industry, and still took on the Banking and Finance portfolio, and the rest is history.

Even the best careers have ups and downs; I understand that the Banking and Finance industry is ever-changing, yet it still piques my interest. I make it a point to stay on track and keep myself updated with the latest trends, educating myself with new knowledge and information about the industry. My passion is the foundation of why I love doing what I’m doing, but I’ve also invested a consistent effort and time, it makes what I do worthwhile, and it’s been a rewarding learning journey for me.

 2. If someone decides to do a mid-career switch into Banking and Finance, with its stringent acceptance rate, is it possible? Some may argue that they have transferable skillsets as their advantage. 

It is possible, but it’s extremely rare; let me explain. The Banking and Finance industry requires candidates to have had a certain level of exposure in the sector. It is also the most regulated sector in Singapore by Monetary Authority Singapore (MAS). Most key players in the industry find it challenging to train an individual from scratch if the individual doesn’t have the required hard skills. They need plug-and-play candidates with at least 70% Banking and Finance knowledge and hands-on experience.

However, for individuals already in financial institutions such as insurance and securities firms, there’s a slight chance that banks might consider them. Although some might argue that skillsets are transferable, the skills all banks require are hard skills such as head knowledge, hands-on experience, and technical skills.

I can’t guarantee you’ll like the loophole I’m about to give but look at the interviews that feature some of the biggest, most successful bankers. Most of them rose from humble beginnings, whether it was a sales role, admin, etc. They all made their way up through years of hard work, which they all claimed was worth it. So, if you do desire a mid-career switch, you must be willing to start from ground zero.

3.What trends and changes in the Banking and Finance industry should professionals be aware of?What can they do to prevent it?

Professionals should be aware of changes such as Fintech (financial technology), Robo platforms and Artificial Intelligence. Times are changing. With the introduction of highly advanced tech and equipment, what once required the hands of many is replaced with automation. Before Covid-19, the banks were bustling with people who worked at the front desks and booths, and two years later, you realise there’s an increase of more advanced technology; plenty of banking services are now automated.

I advise joining the game because these machines will still require human expertise to improve their technology. Pick up Fintech, Robo and AI and learn to evolve with them, get certified. There’s new knowledge to be learned every day, but don’t be left behind thinking you know everything just because you got certified by a piece of paper.

“There’s new knowledge to be learned every day, but don’t be left behind thinking you know everything just because you got certified by a piece of paper.”

 4.As an experienced recruiter, what’s the procedure like for fresh graduates and what’s your advice for those seeking a career in Banking and Finance?

Fresh graduates looking to do so can apply for the Management Associate programs launched by most banks. The new graduates hired are groomed to specialise in a specific area. In the first two years, they will be rotated around the departments, learning about the specialisations of each and getting a ‘taste’ of what each role entails. And after two years, these candidates will be evaluated on their suitability and interest, and from there, they will get a clearer picture of what they will pursue.

My advice is simple: constantly develop yourself, whether it’s your character, knowledge tank, or even your skillset and make sure you’re progressing as you go. Build a strong network with your peers, colleagues, managers, and bosses and get to know them. If you genuinely desire a fulfilling career, you’ve got to grow as you go. Don’t assume you know it all, be humble and teachable.

 5.Why did you leave your career in Banking and Finance, and what have you learned after you made a career switch into the recruitment industry?

There was a time when I thought my banking career couldn’t provide me with the organic growth I wanted, and I’m not implying I was right about my perspective then. Nevertheless, I have grown tremendously in the recruitment industry and don’t regret switching careers.

Since joining recruitment, I’ve developed a strong network of professionals from junior to C-level in the Banking and Finance sector. This sparked the development of deep knowledge with my analytical capability beyond private wealth management, such as corporate banking, investment banking, private equity and asset management. I’ve also developed a knowledge of the intertwined dynamics and relationships among all the sub-sectors mentioned above.

6.What are the three most crucial soft skills a Banking and Finance professional should harness? 

The first soft skill to adopt is effectively managing your internal stakeholders, from juniors to seniors; this skill helps you communicate and listen effectively to understand the needs and concerns of your team, creates room for mentoring, coaching and builds trust to ensure the result is a job well done.

Next, cultural intelligence and acceptance. It’s essential to learn and respect the culture of others; it breaks the habit of stereotyping when you try to observe their mannerisms, patterns, and how they react to a situation and be flexible around it. Remember this, what we consider normal might be alien to others.

Effective communication is critical, it means being clear and concise and making your intentions known. Avoid beating around the bush or expect people to read your thoughts. By doing so, you can avoid unnecessary conflicts and misunderstandings, increase teamwork and productivity among members.

Photo by Towfiqu on Unsplash

7.Why is it so important to be financially literate, and how can we learn more about it?

It’s essential to know the basics of managing your finances, apportion how much funds you’ll need from short, mid, and long-term, and setting aside a portion for emergency funds.

With such knowledge, you’ll understand the risk and return of investments better, and you’d be able to discern the motives of bankers and advisors, whether they have your best interest at heart or are merely pushing products that make you fork out money unnecessarily.

Learn from friends who work in the financial and investment advisory field or acquainted professionals. I recommend Stock Investing & Stock Market Research to learn more about investments and then supplement it with Motley Fool’s competitors.

As for financial planning, I would recommend the Singaporean website Money Sense, as I feel its information isn’t attuned to the agenda of product selling, then, I would supplement it with advice from other financial institutions.

Do exercise discernment on every piece of information you receive or absorb.

Interview by Destiny Goh

Marketing Communications Executive

A Father’s Unconditional Love

gjc on June 20, 2023

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

gjc on June 8, 2023

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

gjc on June 1, 2023

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

gjc on May 16, 2023

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

gjc on May 9, 2023

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

gjc on May 4, 2023

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.

b. E-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

gjc on April 18, 2023

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:

  1. The perception of failure and the reactions received
  2. Continued struggle or failure despite the effort and long hours
  3. Influence and observation of their peers
  4. Lack of guidance
  5. Former pedagogy
  6. 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

gjc on April 4, 2023

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

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