Christine Tan

Let's discuss corporate buzzwords that need to be retired. Corporate buzzwords have increased by 70% in workplace communication over the past decade, with 'synergy' and 'ideate' leading the pack. (Source: Communication Research Study) Here's what I see in coaching executives: → Some hide behind buzzwords, thinking it makes them sound strategic. → Others avoid corporate speak entirely & struggle to fit into company culture. I've heard 'synergize,' 'ideate,' and 'circle back' in more meetings than I can count. But there's one buzzword that makes me cringe every time: 'Let's take this offline' Translation: "I don't want to address this now, and I probably never will." It's the ultimate conversation killer disguised as productivity. Here's why it's toxic: It sounds collaborative, but it actually shuts down conversation. It promises resolution but usually delivers procrastination. It appears to value everyone's time but often wastes it completely. ✅ The leaders who communicate well don't use euphemisms—they're direct. Instead of 'let's take this offline,' they say: 'I need to think about this—can we reconnect on XXXX with a decision?' The healthiest leaders I coach don't use corporate euphemisms—they use clear language that moves things forward, because leadership is about clarity, NOT vocabulary. Which corporate buzzwords do you feel need an early retirement? Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on coaching, leadership, career + mindset. #executivecoaching #communication #workplace #culture #leadership

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Chief HR Officer Priorities, HR Implementation, the ROI of AI, Change Readiness, and AI Voice Interviews? These topics are covered in issue 313 of my Talent Edge Weekly newsletter. 1) Chief HR Officer (post image) ↳ A new 21-page report by the World Economic Forum highlights CHRO priorities for the next 6–12 months, including AI adoption. Two bonus resources. 2) HR Implementation ↳ My cheat sheet of a one-page phased implementation plan (e.g., workforce planning) can serve as a framework for HR initiatives. 3) ROI of AI in the Workplace ↳ A 48-page report by Google Cloud highlights ROI examples. Shows how aligning AI initiatives to clear business goals strengthens adoption and support. 4) Change Readiness ↳ Gartner highlights how leaders can help employees build their change capabilities through micromoments—low-stakes opportunities in daily workflows. 5) AI and Talent Acquisition ↳ A new 89-page research paper examining AI voice agent interviews versus human recruiter interviews, based on a field experiment with 70,000 applicants. And check out the Chief HR Officer hire of the week. A new issue comes out tomorrow, 9/14. Get these new insights along with 54,000+ others. ♻️ Repost to share this issue 313 🔔 Follow me Brian Heger for more Here's issue 313 👉 https://lnkd.in/eq7mc2eG

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What will the future HR operating model look like in the age of AI? "Organizations that excel in both people development and financial performance are four times as likely as peers to outperform financially and one and a half times as likely as peers to remain top tier year on year." In the last three years, the most popular resource I have shared on LinkedIn, with over 1m views is McKinsey’s 2022 article, HR’s new Operating Model. The sequel is likely to drive just as much interest. In this article, which I was grateful to be invited to contribute to, the McKinsey team explore a new vision of people management, centred on hyper-personalising the employee experience. Their findings conclude that that only c20 percent of the most strategic activities in today’s HR portfolios will remain with two-thirds of current HR tasks being automated to a large degree (see page 7). The authors also outline the core elements of the operating system required to turn their vision into reality encompassing 👉 Establishing a strategic triumvirate of people strategists, people scientists, and people technologists, 👉 Streamlining the people operating model: more strategic, more fluid, and more tech-enabled (see page 11), and; 👉 Mastering complexity with technology. The article also sets out concrete steps organisations can take to implement a new people operating system. These steps include the need to experiment, a focus on continuous improvement and an onus on scaling what works. 👉 If you enjoy curated resources like these, please check out the Data Driven HR Monthly. Every month I select and curate some of the best HR, future of work and people analytics resources of the month. See the June edition here: https://lnkd.in/exEqY-Hn 👈 #humanresources #peopleanalytics #futureofwork #chiefpeopleofficer #hroperatingmodel #workforceplanning #employeeexperience #chro

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You win by steering the conversation. 5 strategies to steer any workplace argument: Thanks to Mostyn Wilson for sharing these valuable insights. 1️⃣ Acknowledge and Pivot ↳ Begin by acknowledging the other person's viewpoint to show understanding. ↳ Gently pivot the conversation towards your angle without dismissing theirs. 2️⃣ Set the Narrative ↳ Take charge of the conversation’s framing early on. ↳ Shape the discussion by controlling the context and framing of key points. 3️⃣ Use Silence as a Strategic Tool ↳ Silence isn’t awkward—it’s an opportunity to create pressure. ↳ Pausing gives others time to reflect and can prompt them to agree. 4️⃣ Ask Thought-Provoking Questions ↳ Use questions to gently lead the conversation in the direction you want. ↳ Ask questions that make others think critically about their stance. 5️⃣ Control the Pace of the Discussion ↳ Don’t let the tempo of the conversation control you. ↳ Slow the pace when you want to make a point or create more impact. What’s your top strategy for influencing discussions at work? Let me know in the comments below! ⬇️ _________________________________ ♻️ Share this to help others communicate better. 🔔 Follow Desma Rovina D'Souza 🎙 for more content on Entrepreneurship, HR & Personal Growth.

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𝗙𝘂𝗻 𝗳𝗮𝗰𝘁: The ROI Methodology has been translated into more than 40 languages and used in over 70 countries. Why? Because showing the value of programs—in a clear, credible, and consistent way—is a universal need. Whether you're measuring leadership development in London, onboarding in Singapore, or safety training in São Paulo, the principles of ROI still apply. That's the power of a methodology built on logic, evidence, and simplicity. It's always exciting to see how organizations around the world adapt the ROI Methodology to fit their culture and context—while still getting results that stand up to scrutiny. #ROIMethodology #ROIInstitute #Evaluation #LearningAndDevelopment #MeasurementMatters #TalentDevelopment #EvaluationAndMeasurement

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Endless reports. Status checks. Updates. Do they mark growth—or just consume mental space? A senior leader I coached recently was stuck here. Hours spent on stakeholder updates, yet still felt unheard. The aspiration? To be seen as a strategic voice. The reality? Trapped in the cycle of reporting. The 𝗯𝗶𝗴 𝘂𝗻𝗹𝗼𝗰𝗸 came with a new perspective: From “𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘥𝘪𝘥” → 𝘵𝘰 “𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘢𝘵 𝘪𝘵 𝘮𝘦𝘢𝘯𝘴 𝘧𝘰𝘳 𝘵𝘩𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴—𝘢𝘯𝘥 𝘸𝘩𝘢𝘵 𝘐 𝘯𝘦𝘦𝘥 𝘧𝘳𝘰𝘮 𝘺𝘰𝘶.” ✨ Small shift. Big influence. From What → to So What → to Now What. #Tips for smart communication: 1. Highlight what they most need to hear 2. Provide context and the “why” 3. Use data with interpretation 4. Weave a story to make the impact vivid 5. Keep it clear, concise, and open for dialogue #Leaders — how often do your updates frame impact rather than just report activity? #communicationshifts #informationtoimpact #influencewithoutauthority #leadershipalignment #executivecoaching #facilitation #itsallaboutyou Eélan Coaching & Consulting Services Follow us! Share with others! Send a LinkedIn to connect!

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🔹 “How can I stay future-ready and safe from AI or restructuring?” A senior executive asked me this last week. She’d just seen a close friend—let’s call her Anita—walk out of a long-standing leadership role after a quiet restructuring. No handover. No lead time. Just a formal email, a severance letter, and polite goodbyes. But Anita didn’t collapse under the uncertainty. She reached out, reflected, recalibrated—and will soon re-enter the workforce in a new role that finally acknowledges the full breadth of what she brings. Her story is becoming increasingly common. We’re no longer in an era of linear careers. We’re in a time of career redefinition—and resilience is no longer optional. It’s the core leadership skill of our time. Here are 4 ways leaders in Asia (and beyond) can build career resilience—each grounded in a simple set of questions: 1️⃣ Know Your Non-Negotiables In disruption, your values become your compass. The clearer you are on what matters, the faster and better you respond. Ask yourself: - What would I walk away from, no matter the title or pay? - What values do I refuse to compromise? - Would I take a pay cut for more meaning—or is stability my priority? - Would I accept a role that clashes with my ethical boundaries? 2️⃣ Make Agility a Daily Practice Resilience is built in daily habits—how we adapt, learn, and lead through uncertainty. Ask yourself: - Am I learning something new each quarter? - How often do I step outside my comfort zone? - What do people consistently rely on me to solve? - If my role vanished, what could I pivot into today? 3️⃣ Deepen Your Relationships Resilient careers aren’t built alone. They’re backed by people who trust and champion you. Ask yourself: - Who knows my strengths and would refer me today? - Am I building relationships beyond my company? - Do I give back—to peers, juniors, or communities? - Have I stayed connected to people I trust? 4️⃣ Always Have a Next-Best Option Planning for change isn’t disloyal—it’s smart. Being prepared gives you choice. Ask yourself: - When did I last update my resume or portfolio? - Am I active in communities that matter to my growth? - If change hit tomorrow, who would I call first? - What roles or industries am I quietly exploring? 🔍 In many parts of Asia, loyalty is often mistaken for security. But today, real loyalty must be to your growth, your values, and your future self. Let’s stop confusing endurance with resilience. Resilience is readiness—with clarity and courage—when the path suddenly shifts. You are not your title. You are your capability, clarity, connections—and your courage to choose what’s next. #CareerResilience #LeadershipInAsia #FutureOfWork #ExecutiveTransitions #AIReady #CareerStrategy #PrithviReflects #ReinventYourself

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