Peak moment : Last week, an 82-year-old man struck up a conversation with us. He was around 5’7″, thin and fit, wearing a Chinese-floral style shirt and, to our amazement, standing perfectly upright.
What was peculiar about him was his eyes. There was so much life in them. He was just as positive as he was curious. A reminder that we have so much to look forward to.
How was your August? Can you identify one of your own peak moments?
Here are some highlights from ours. We’re truly grateful for these opportunities, and for the trust people and organisations have placed in us.
Webinar on building an Accountability-for-Outcome mindset.
This was for a group of high-potentials, tasked with creating a project on accountability to pitch to their sponsor. The reward: exposure to higher management, and a shot at promotion.
An interesting question came up while we were talking through Netflix’s culture of candor.
If there’s that much candor flying, won’t people just get demotivated? Too much feedback can disengage a team.
There are 2 assumptions hiding underneath it:
- All feedback is negative.
- Candor means blunt truth.
Neither is true in high-performing teams. In those teams, feedback is regular, future-oriented, and positive reinforcement gets more airtime than constructive feedback.
Your goal should be to make feedback feel like a gift. 🗝️
Thank you Khun Thitirat Vorapongkitipun from Michelin for having us.
Panel Discussion at National University of Singapore for their EMBA cohort
We were invited to be a panelist for the EMBA cohort visiting Bangkok as part of their program. The theme: “Future of Work.”
Before the panel started, we heard a guest speaker from a major online travel platform mention they’re designing their offices for the next 10-15 years.
Don’t know about you, but we’re struggling to predict what things will look like in the next 3 years. Forget 10.
What we can say for certain is that the future will be built by:
- Leaders who use AI to free up their time, so they can imagine what’s next instead of just managing what’s now. AI only knows the past. The future still has to be imagined by us.
- Leaders with an abundant mindset, not a cost-cutting one. We think founder-led businesses and entrepreneurs will ride this wave of change.
If you’d been on that panel, what would you have told them?
Thank you, Michael Jenkins, for the opportunity and your trust.
A leadership team asks itself a hard question about Psychological Safety
We delivered a workshop on PS to a group of engineer-leaders. (Oxymoron?)
Can one workshop make a team feel safe?
What definitely will: how the leader reacts under pressure. When the deadline is looming. When things aren’t going their way. It’s the bad days that tell you.
That’s why we asked this group to reflect on three questions:
- In your last few team conversations, what was the ratio of listening to telling?
- Is there work you’re still holding onto because you’re good at it, and your team hasn’t had the chance to become good at it?
- On your worst day, what does your team see in you? And what do they do differently because of it?
Most of them, when asked to rate the team environment they’ve created, gave themselves a fair score.
But how many of their people would give them the same score? 🧐
We spent the day asking them to imagine the environment they’d actually want to be part of, and take the first concrete step to build it for their teams.
Insights Discovery Accreditation in Bangkok
Insights Discovery® has strongly influenced how we work and how we live. The language of colour is genuinely the reason our own conversations at Victus People land better than they used to.
So it was a treat to spend time with Tony Fournier, Regional Director of Insights in the US, and Kezia Arya, founder of Talentbox, Indonesia — one of the biggest Insights partners in APAC.
Tony showed us and our Insights practitioners in Thailand Marc Deschamps and Tawan Thong-eiam, where Insights is heading next. It’s an exciting time for everyone.
Kezia shared her entrepreneur journey, and how she’s managed to scale her business both horizontally and vertically. She’s where we’d like to be, soon. 🪴
We came away with a clearer view of the road ahead, and more energy for walking it. Thank you both.
A 6-month leadership programme begins
We’ve just kicked off a leadership program with the Thailand team of one of the world’s leading biotech companies.
Three pillars, over six months:
Self-Aware Leadership | Purposeful leadership | Transformational Leadership
None of them are new ideas. All of them are harder to practise, which is rather the point of doing it over six months instead of two days.
At Victus People, we support multional teams move from misalignment to higher-performance. You’re part of our journey and we’d also love to hear yours.
