IBG2
Learning Agility &
Career Adaptability

Positive Thinking

Willingness to experience ambiguity

Looking at challenge as positive learning experience

Motivated to learn

Inspiring under challenging circumstances

Need to be positive to inspire others

Spreading positive energy

Boost morale and confidence

Focus on the positive emotions than tough circumstances

Stay hopeful

McKinsey 7S

Eg, changing in processes, structure etc

Positive and believe in shared vision

Need to believe in the shared vision before able to communicate to others about it and inspire others to achieve/work towards it

Stepping out of comfort zone

Need to embrace uncertainty positively

Encourage self when did well which will lead to greater motivation

Seeing it as opportunities to grow and learn

Thinking long-term and how it benefits/enhance learning agility

Positive behaviors in learning and adaptation

Framing things positively

Feel positively, think positively and act positively

Process Oriented

Top Talent Development: Step by step identifying HiPO

Capability and capacity to learn from diverse background

Career Adaptability

Adopting to challenging situations (Career adaptability)

AWS no performance ratings

Mckinsey 7s

Guest Speaker

Lawful, reasonable, empathy

Developing new talents

Looking at new blood

Giving them assignments

Expose them to multi-tasking

Communication

Personality

Creative ways and process to achieve learning agility

Doing things differently in ambiguous situations

Innovative thinking which help to adapt to uncertainty

Succession planning

Identification of talents and high performing individuals

Ways to develop talents and prepare them for succession

Devil’s Advocate

IBG Activity - Deciding to Proceed with
No Performance Rating

Examined the gaps between CA Technologies and AWS

Examined the areas in which CA Technologies was prepared to make such a change

Made judgments as to whether removing performance ratings suited CA Technologies' people and processes

Sought alternatives to complete removal, eg, removal in phases, pending readiness assessment

Sharing by Activ CEO Ling Ting Ming

Questioned the competitiveness of SMEs against big players

Critically assessed the viability and attractiveness of working in an SME

Questioned working hard vs working smart

Creative thinking

Using the McKinsey 7S Model to apply to CA Technologies

Structure: drew parallels between AWS 14 leadership principles & CA Technologies 10 DNA building blocks

Style: googled the organisational structure as well as to look at the chain of command before determining their organisational working style (collaborative approach despite being top-down)

Shared Values: CA Technologies to create a culture of openness, and establish a flatter hierarchy in order to adopt no performance ratings

How can we proceed to acquire these skills in future?

Self-reflection by asking the right questions

Career Adaptability

e.g. Are you listening to colleagues, influencers, friends, network contacts, clients/customers, and people outside your profession and industry to pick up on emerging needs and trends?

Learning Agility

e.g. Do you reflect on past experiences? Are you curious about new opportunities? Do you fear face your fears? What are some steps you take to overcome them?

Data Analysis

McKinsey 7s

Career Adaptability

4Cs - Concern, Control, Curiosity, Confidence

Curiosity

Exploring opportunities and consequences

Confidence

Relying on own ability to overcome, self-efficacy

Control

Tasking responsibility on own development and work environment

Concern

Future-oriented, prepare for upcoming tasks and challenge

Learning Agility

Willingness, Capability and Capacity to learn

14 Leadership Principles - AWS

Customer Obsession

Ownership

Invent and Simplify

Are Right, A Lot

Learn and be Curious

Hire and Develop The Best

Insist on the Highest Standards

Think Big

Bias For Action

Frugality

Earn Trust

Dive Deep

Have Backbone, Disagree and Commit

Deliver Results

Emotional Intelligence

Emotions

During the guest speaker's sharing and executive dialogue

Feeling 1: Inspired

Speaker talked about embracing failures and learning from them

Importance of leading with a big heart

Feeling 2: Motivated

Speaker talked about passion and desire - we felt motivated to ignite that 'fire' in us, to pursue what we truly enjoy doing

Speaker shared about Singapore having big safety net and thus people do not dare to venture and take risks - we felt that this could be linked to our personal learning agility and that we should step out of our comfort zone to "dream big, start small and move fast"

Feeling 3: Competitive

Speaker talked about the risk of AI robots overtaking Human jobs - we felt the need to constantly improve our skills such that robots cannot replace us