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Up-Close with Chin Teik: Re-Think
5C for Managing Transition

In this podcast, I will unpack the 5C – Challenge, Connection, Control, Commitment, Capability – in moving through the Bridges’ 3 stages of emotional transition. This is to remove the resistance to change. 

• Stage 1: Endings (Letting Go)
• Stage 2: Neutral Zone
• Stage 3: New Beginnings

Transition is the inner psychological process that people go through as they internalize and come to terms with the new situation that the change brings about.

Change will only be successful if leaders and organizations address the transition that people experience during change. Supporting people through transition, rather than pushing forward is essential if the change is to work as planned. This is key to capitalizing on opportunities for innovation and creating organizational resilience. I believe the nimbleness of an organization is measured by how quickly an individual or group or organization can move from stage 1 to stage 3 of emotional transition time and time again. 

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Up-Close with Chin Teik: Rethink
5R for Communicating Change

People don't fear change but the unknown that comes with change. Any organization change begins with changing every brain, because change is associated with threat to the brain. SCARF represents the 5 domains impacted by threat in the brain. SCARF is Status, Certainty, Autonomy, Relatedness, Fairness.

5R includes

• Reason
• Result
• Role
• Roadmap
• Resource

The 5R reduces the fear of the unknown, a sense of no-choice, unfairness, and emotions like fear, denial, anger, sadness (from loss).

Try the 5R on yourself and others with the change coming at you soon. 

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Up-Close with Chin Teik: Re-Think
The 4P & 4T of Leadership
Use the 4P of Leadership to provide the Why you have decided to be in this role

• Privilege
• Personal
• Personalized
• Painful/Potential

Jim Collins says that leadership is not personality. He says that Level 5 leader focuses all the ambition, drive and energy outwards. John C Maxwell says that leadership is focused on others. 

Use the 4T of Leadership to prepare the mindset to go on and stay on this journey

• Transformative 
• Trials & Tribulations
• Training & Development
• Truism

If you have decided to be in this role to positively impact other people's lives, I wish you well, faith and hope to live the 4P and 4T of Leadership. 
If you have accidentally come into this role, then pause to use the 4P & 4T to decide whether to go forward or to move on to another role. 

There is no right or wrong answer. There is only you and your Why and Where. 
Be well. 

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Up-Close with Chin Teik: Re-Think

1. How effective is your organization's current on-boarding and/or orientation in confirming the right hire, transitioning from previous culture to your organization's culture and strengthening the relationship between the hiring manager & the new hires? 
2. How much is your cost in poor hiring and ineffective on-boarding? 

Listen to my podcast to 

• learn a new language, new habits and new process to set up all the new hires for success
• understand the different role accountability between HR and hiring managers during the First 90-Day of all new hires

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Up-Close with Chin Teik: Re-Think
Constancy of Purpose

In  these challenging times (VUCA), it is important for any organization (profit or non-profit) to have a Constancy of Purpose to match & align for focused execution to organization's vision & 3 strategic priorities.  

Constancy of Purpose includes:

• Anchor (Why) & Values (for decision-making)
• Compass ( Where - direction) & Strategic Objectives (success measures to  keep performance on track)
• 3 Strategic Priorities (What) & Culture of Execution (How)

Constancy of Purpose provides:

• A match between individual's why-where-how-what to an organization's why-where-how-what  for hiring
• Alignment of individual's tasks to the purpose and vision of an organization to provide meaning to work
• Prioritization (permission to say 'no') to BFN (busy for nothing) activities not aligned to the 3 strategic priorities for productivity

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Up-Close with Chin Teik: Re-Think
System of Execution

Success doesn’t come from breakthrough innovation but from flawless execution! 

• Having a vision without goals is just dreaming  
• Having goals without execution is wishing
• "Without execution, 'vision' is just another word for hallucination."

Key message: There is not enough focus on the execution of promises made to stakeholders! 
There is almost an acceptance for delay and rework in most organizations. 

 My system of execution framework consists of 1 requirement and 2 elements.  

 1 requirement is disciplined leadership and the 2 elements are breakthrough performance and culture of execution. 

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Up-Close with Chin Teik: Re-Think
Stop Demotivating Your Employees

The right talent does not need you to motivate them, instead they require demotivation prevention.
Key message: These 2 capabilities (not soft skills) need to be equipped and measured: Hiring needs to go hand-in-hand with retention of the right talent. There is a cost (tangible and non-tangible) to poor hiring and poor retention of the right talent.

Two Questions for Reflection

1. What makes motivated employees become demotivated within the first week or 1st month or 3rd month of employment?
2. What did you personally do or not do that demotivates your employees?

Your employees don’t need motivation when 

• The job matches their 70:20:5
• The culture is right 
• Your leadership behaviors and capabilities are aligned to the values, culture and leadership behavior expectations of a purpose-driven organization

Leaders are accountable for their employees who are acountable for the results! 

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Up-Close with Chin Teik: Re-Think
Culture to be taught, not assumed

Please join me on this episode to learn:

1. What is culture? 
2. What’s the difference between values and culture? 
3. How would a new hire 1 week into the company describe the culture of your company? 
4. Who owns the culture of the organization? 

Culture is simply how we get things done in the organization and how work gets done between people. Culture is the manifestation of a the organization’s core values. 
Culture is not just how things are done in the organization; it should include the following:

1. to differentiate and be a competitive edge 
2. to hire right and weed out wrong hires
3. to communicate to customers how your people delivers to promise consistently across the different divisions or the world

Ensure your core purpose, strategies to achieve vision and culture are connected.  

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Up-Close with Chin Teik: Re-Think
Assume makes an Ass-U-Me

Four questions to begin this episode. 

1. How aware are you of the assumptions behind your responses to certain situations or people? 
2.  Where do your assumptions come from? And why are assumptions important? 
3. Can you change your assumptions? 
4.  Who and what can provide a re-think on your assumptions 

People are prone to biased assumptions based on the 4E - environment, education, experience and exposure. Those assumptions will lead to automatic thinking and stimulus-response behaviors which may not always be optimal in terms of DEI. Assumptions are important in strategic planning and decision making as well as quality connections at home and at work.

Listen to this episode on how to #pause, #unpack and #re-think one's current assumptions.

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Up-Close with Chin Teik: 95:5 Rule

4 Questions to begin this episode

1.     How many of you believe that you have control over your life? 100%?

2.     Who has authority over your mind?

3.     What has the Covid-19 taught you about yourself? 

4.     How have you and your colleagues dealt with or responded to Covid-19 over the 2 plus years?

Listen to this episode to learn what is the 95:5 Rule and how to operationalize the 95% of no-control and 5% of-control.  

• Let Go of 95% of no-control
• ReFrame 5% of-control

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