by SP Singh | Feb 15, 2024 | Organisation Culture
In the heat of an argument, when our egos spread out to burn other’s egos, we often forget: We don’t need more fire (our ego) to extinguish the other’s fire. In the argument, we are not discussing a point. Instead, we are feeding fire to our pride....
by SP Singh | Feb 13, 2024 | Organisation Culture
In an ideal world, we put dedicated effort into our work, support each other, and get the job done. We take accountability and provide our full support to our team. No time is wasted on gossip, complaints, and negativity. In the real world, however, we need an...
by SP Singh | Feb 8, 2024 | Organisation Culture
Why do people who have served in military service gain instant trust? What is so special about students who study in the top schools? Why do Big Four consulting companies hire from within the Big Four? It is about the unwritten rules that shape our thinking and...
by SP Singh | Feb 5, 2024 | Organisation Culture
Family businesses, houses, and charitable foundations are signs of the family legacy. For the family, they have a deep meaning and connection. They represent the status and significance of the family. But they are merely symbols. Behind the signs is the family’s...
by SP Singh | Aug 24, 2023 | Organisation Culture
When we collaborate, we win. When we argue, we lose! It is common sense, but it is also uncommon too. In my experience, to collaborate, we must like other team members. When we like others, we hear more deeply. Even if we disagree, we acknowledge where we agree first....
by SP Singh | Jul 27, 2023 | Organisation Culture
I have come across the following types of organisations: Discussion lovers: They love to talk, gain everyone’s perspective, and try to keep everyone involved. The management keeps its people happy. No major disruptive decisions are made, and the organisation...
by SP Singh | Jul 3, 2023 | Organisation Culture
Our real values may not be what we publicise on our website, flyers and posters. Our real values are a reflection of our current state of business. For example, the high employee turnover, manual processes, lack of a safe environment, and non-compliance notices from...
by SP Singh | Jun 15, 2023 | Organisation Culture
The great idea I had three months ago, may well be quite stupid today. The methodology that worked for ten projects before, may not work in the current project. The perfect plan I formulated a week ago, may well be all wrong today. We may like to think that we are...
by SP Singh | Jun 7, 2023 | Organisation Culture
For a few teams, everything is too difficult. Most tasks are complex and full of risks. Projects take too long. Most meetings end up with more meetings but no concrete outcomes. The team members want to protect themselves from vulnerabilities. Everything appears to...
by SP Singh | May 22, 2023 | Organisation Culture
Why wait until the end of the project to communicate the lessons learned? Every day, lessons are being learned. Why not add five minutes to the end of recurring meetings to share and discuss lessons learned?Furthermore, knowing something is not the same as learning...
