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Learning has been an activity I pursue relentlessly ever since I started my own business. It has proved to serve me well not only in business, but also being recognised as a Mentor of Future Talents.

I firmly believe in keeping my mind sharp as I guide business leaders and clients in creating the business culture that lead their companies to greatness.

The last 8 months, I have not only learned, but also shared consistently on LinkedIn to value create for my network.

Here are a recap of the three categories of topics on learning.

1. Everyone of us learn differently. In these three posts, I share how I learn.

·      Sharpen the Saw: As a SkillsFuture Fellowship Awardee, I lead by example through lifelong learning.

·      Learning: Beyond just reading books.

·      Mentors: Getting a mentor is probably the best investment for me.

2. Here are my three key learnings from sharing more consistently on LinkedIn.

·      Learning #1: It’s not about you; focus on the audience instead.

·      Learning #2: You do not need inspiration to post often. You need more than inspiration.

·      Learning #3: No work, even if it’s something you’re passionate about is 100% fun.

3. Learning through experience is probably the most valuable.

·      Misunderstood: I learned there is no need to be understood all the time.

·      Think differently: How you can learn to change your perspectives.

·      Magical words: How this company learned these magical words to transform their culture.

How has learning helped transformed the way you lead your organisation?

The first step in transforming the culture of your business is by learning. Learning must go beyond reading, which is largely at the cognitive level. It also involves training which can help change the way your team perform. Even more effective would be to provide coaching or mentoring because this is where it helps in supporting contributory behaviours.

We can further reinforce your team’s learning through our consultancy on Systems and Processes. Contact us to find out more.

At a recent Strategy Meeting with a group of leaders,

I invited them to share ↘️

What they think are non-negotiable as a leader.

Interestingly, one of them said: “Leaders with fixed mindset.”

I cannot agree more.

I once had to work with a manager with a fixed mindset.

Then I had the opportunity to work with one with a growth mindset.

He was:

💡open to ideas,
👀 willing to explore opportunities
👂 pay attention to feedback

With him, the team is more engaged and our performance increased, which in turn contributed to the company’s profitability.

In today’s context, we cannot afford to embrace a fixed mindset.

Or else, the performance and profitability of our businesses will also be fixed.

This afternoon was the perfect way to end the week.

Sharing with a group of human resources representatives from the Small and Medium-sized Enterprises.

That culture building isn’t expensive.

But if done wrongly will be very expensive.

What are your thoughts about the cost of culture building in your organization?

In my role as a mentor for budding entrepreneurs, I sometimes hear this:

“But Bernadette, I don’t have the skills or experience or [fill in the blank]”.

Truth is many of us choose to focus on what we don’t have instead of what we do.

Today, I have the good fortune of learning from a local publicly listed company.

The founders were illiterate and don’t read English.

However, that did not stop them.

They found a way to collaborate and start with whatever resources they had.

Don’t wait.

Start with what you have.