From 2020 to 2025, leadership was shaped by crisis. Leaders navigated a global pandemic, geopolitical instability, supply chain breakdowns, accelerated digitisation and sustained workforce fatigue. The dominant leadership task was response: stabilise operations, make rapid decisions with incomplete information and absorb volatility to keep organisations functioning. Many leaders did this...
Last year Singapore saw troubling viral incidents of “zombified” teenagers, from a 17-year-old falling while alighting an MRT to another acting aggressively on an overhead bridge, signals of a deeper public health threat as Kpod use spilled into public spaces.
Leaders today are not short on reasons to change. Markets shift, technologies accelerate, workforce expectations evolve and institutional trust remains fragile. What leaders struggle with is not the why of change but the how narrative, which is about how to hold urgency without panic, ambition without exhaustion and alignment without compliance. In many organisations,...
Recently, I ran a poll with a client to understand what was getting their teams stuck. The responses were sobering. The most common words that surfaced were “waiting,” “lack of information,” “unclear instructions,” “overload,” “random tasks” and “delays.” This is not the vocabulary of a disengaged workforce. These words are...
In my experience, transformation does not fail because leaders lack ambition. It fails because organisational energy collapses long before results materialise. I've seen many mid-sized companies enter change with a bold vision and compelling technology story, only to find that adoption stalls, fatigue rises and progress becomes uneven.