Ways To Attract and Retain Talents


Owner, Entrepreneur, Trainer, Facilitator, Coach & Mentor, I’ve learned and gained a lot of experience working with young talents and young employees in the organization. How do we work with the younger generation in the workplace? Throwing more money at this challenge just doesn’t cut it. We have to get creative, but also be genuine. The talents out there will be considering several options that motivate and excites them.


Leader & leadership is one of the key success in managing the young generation of the workforce. New candidates and talents want to know the leader that they will be working for and aligning themselves with. The new generation workforce looks at the leadership skills of the leader they work with. A leader needs to exhibit a high level of integrity and upholds the values of the company. Leaders play a crucial role and responsibility to inspire, coach and mentor the younger leaders.


Young talents expect to have fastest career growth and professional development. This isn’t easy as it seems, especially for younger company. An organization takes time to build their structure and career pathing. The world is changing so fast where we have challenges to adapt fast enough. Most organizations today have minimum 3 generation in the workplace and potentially 4 generation. Being able to show candidates where they can go and how they get there is critical. An individual is also expecting that the company need to provide the right resources for professional development. Lacking in this area will ensure high turnover.


Today’s generation really needs to understand the ‘why’ and ‘what’ the company does. They need to know the purpose behind their work, feel that they are contributing and believe in the mission of the organization. They want to know whether their work matters and how it benefits the greater cause. Having a great mission and purpose statement is a good start but it has to be genuine in order for them to feel motivated and self-driven. They also want to see the consistency and follow-through of the mission and purpose which part of the organization culture. The mission and purpose must be evangelized and role model from the top.


Regardless of the job and its related duties, new talent has to be sold on the fact that there will be creative thinking involved. This allows them to feel connected and enjoy their work. Studies show that 50% of today’s workforce is not engaged at work. This means they are simply “showing up.” That also means that a good portion is actually disgruntled. It’s up to the leaders to provide opportunities for creativity. If you can get that right, everyone wins. Similar to create thinking, the autonomy to solve problems for the company and its customers is a big attraction to new talent. This aids in their feeling of connection and increases collaboration within the team.


Today’s employees beyond just the salary, their supervisor and the working environment. Employees need to feel the needs to contribute back to the community and society. Employees also need to see the company that is willing to give back through charity, organizing society engagement program and helping mature nature. Contribution is a big thing for the younger generation as it plays a significant level of satisfaction and life fulfilment.


Companies have started to build and focus on innovation in their organization. Younger employees are open to developing a new approach to work, new environment and culture of innovation. Employees get excited to be involved with the various project that will improve company, community, customers or improve the environment. However, the time involvement must be done during working hours. That piece is important.  Collaboration is the next key towards the younger generation style of working.  They prefer to work with more alliances that competing with each other.


Rewards and recognition for the younger generations must be both intrinsic and extrinsic. Extrinsic motivation may involve public recognition and external rewards such as bonuses and praise. Intrinsic motivation is even more important in their life journey. This allows employees to think and feel connected to the organisation, that they have autonomy and freedom and opportunities for personal growth. This provides opportunities for employees to live in the culture, be part of the development and success with the organisation and being recognized for the contribution to others.



Organisation Transformation Journey Part 4: Taking Challenges


Growth provides an opportunity to adapt, improving motivation, innovation and making a difference. Dr. Dweck’s discovery of fixed and growth mindset have shaped our understanding of learning. Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying belief people have about learning and intelligence. The ingredients for growth and fixed mindset are belief and focus. What you believe in, shapes who you are. What you focus on giving you the results.


  • Effort
  • Challenge
  • Feedback
  • Failure or Mistakes

Talents today needs to have the ability to take challenges as one of the key success factors in their career. Today’s world mindset has shifted from survival to growth. Hence the mindset of survival which is the fixed mindset in human has been conditions and plant in our mind for the last millions of years. The current megatrends such as technological development, demographic change and urbanization are transforming the world and the business landscape along with it. It’s clear that implications for talents are profound.

Adapting to Growth is important for talents to develop as the megatrends have indicated that scale of changes is massive and individual, team and organization must adapt at every level. Their thinking, their strategy and their mindset around the old and long-standing assumptions and processes must change. Individual needs to be more agile to survive in a world where economics events will force a rapid change of plan. There will be a redistribution of the workforce in departments, an organization, growing cities and country.

Courage to develop Self and Others is key to be developed with talents in their leadership skills. New leaders will need to develop a wider range of skills than before, from leading and developing self from a deep understanding of technology to the ability to manage a multi-generation workforce. The next generation of leaders has a huge responsibility to not only develop self but also develop others, team and organization by creating opportunities to radically reassess the way they function.

Dare to be Different and Dare to Fail is another key point to a successfully develop a talent. Dare to be different provides opportunities for an individual to stand out, disturb and challenge the status quo. There is a need for talents to challenge and change the current organization system, process and improvements for the future. There will become an over the next decade because of competition in business, labour intensifies and pressure to grow. Dare to fail is one of the key lessons for talents to build resilience and confidence in themselves. Lesson learn from failure and success is crucial for their development. Transformative change requires the organization to be prepared for the change, manage the change and reinforce the change.

Organisation Transformation Journey Part 3: Adaptability


Adaptability is the ability to change or be changed to fit in an altered circumstance. In the 21st Century, we are challenged not only to adapt to people and culture but also to the technology rapidly changing environment. Now more than ever adaptability in business is critical. Talents need to be more versatile.

What are the challenges of organization in the adapting to the environment?

  1. Hierarchy & Management System
  2. Fear of the Unknown
  3. Slow Decision Making & Implementation
  4. Organization Culture & Habits
  5. Centralization Business Structure
  6. Inflexibility Business Practices
  7. Rigid Structures & Process
  8. Lack of Diversity
  9. Insufficient Research & Experimentation
  10. Short-Term Thinking & Long-term Goals
  11. Skills Deficit & Incompetent Staff
  12. Unclear Business Purpose, Direction & Misalignment of Values

“The COURAGE to adapt is a GIFT.

 The ABILITY to adapt is a SKILL.

 The WILLINGNESS to adapt is a CHOICE”

 C – Cognitive Flexibility

Cognitive Flexibility has been described as the mental ability to switch thinking about two different concepts and to think about multiple concepts simultaneously. This means the ability and flexibility to move from being task switching to cognitive shifting depending on whether the change happens unconsciously or consciously. The ability to be task oriented, to be people oriented, to be introvert and the shift to be extrovert, to be innovative and transform to focus on quality.

H –Hope

Hope is the desired for something that you want to happen. Hope is the feeling of trust. Hope will provide the courage to take action adapting to a situation. Hope is an optimistic state of mind that is based on a positive outcome with respect to the event or circumstances in one’s life or the world at large. Talents need to build hope in their ability to adapt in the new and challenging environment.

A – Ability

Ability is your talents, proficiency, capability, strengths & skills in doing something in a specific area. Ability is formed when you know your ‘why’ (Attitude), know your ‘what’ (Knowledge) and know your ‘how’ (Skills). A combination of your Purpose, Process & Power. What is your purpose? What the process? What power do you need? There is a different layer of ability in yourself.

  • Personal Strengths
  • People and Social Skills
  • Team & People Development Skills
  • Creative Problem Solving and Decision Making
  • Critical and Analytical Skills
  • Emotional & Stress Management
  • Self-Management & Life Skills
  • Entrepreneurship Skills
  • Business Know-How

G – Growth

Growth provides an opportunity to adapt, improving motivation, innovation and making a difference. Dr. Dweck’s discovery of fixed and growth mindset have shaped our understanding of learning. Dr. Dweck coined the terms fixed mindset and growth mindset to describe the underlying belief people have about learning and intelligence. The ingredients for growth and fixed mindset are belief and focus. What you believe in, shapes who you are. What you focus on gives you the results.


  • Effort
  • Challenge
  • Feedback
  • Failure or Mistakes

Fixed Mindset Belief’s & Focus:

  • Fixed Mindset believe that talent is born and they don’t put much effort into building their talent.
  • Fixed Mindset Focus on thinking and looking smart, hence they put less effort into building their skills
  • Fixed Mindset believe that talent is born, therefore they don’t take up challenges and focus on low energy
  • Fixed Mindset resist feedback and take it personally. They focus on the problem and not the solutions
  • Fixed Mindset takes failure and mistakes negatively. They are defensive, compare themselves with others and easily to insecurity. They tend to focus on the mistakes that they have done and found challenges to move forward.
  • Fixed Mindset focusses on externalizing the failure and mistakes is caused by other hence failed to take actions to improve themselves.
  • Fixed Mindset focused on the past and hold on the past
  • Fixed Mindset believes that ‘I already have it, and I will always have it’

 Growth Mindset Belief’s & Focus:

  • Growth Mindset believes that talent is not born and can be developed so they put a lot of effort into building them and strengthening their talent.
  • Growth Mindset Focus on thinking and looking smart, hence they put more effort in building their skills and focus hard work will pay off
  • Growth Mindset believes that talent can be developed, hence they take up challenges and grow themselves within first and outside.
  • Growth Mindset welcomes feedback. Feedback is for them to grow and improve themselves
  • Growth Mindset takes failure and mistakes positively. They tend to focus on the solutions and effort to take up challenges to move forward.
  • Growth Mindset focusses working within first because they believe that everything starts from within
  • Growth Mindset focused on the now and future and learn from the past mistakes and failure to move forward
  • Growth Mindset believe that ‘If I want it, and I will have to work for it’

Research has shown that we switch between our fixed mindset and growth mindset every day in our life. There is time in the day where we are in our fixed mindset and times that we are in our growth mindset. What are the ways to promote and encourage growth mindset?

  1. Self-Awareness & Realization
  2. Developing Curiosity and ask questions
  3. Hold you Judgement and embrace your fear
  4. Good Nutrition and Sleep Habits
  5. Exploring New options and using new strategies
  6. Travelling to new places and creating new experiences
  7. Expanding your comfort zone and taking up challenges
  8. Seeking for Feedback and self-improvements
  9. Admitting, accepting and forgiving mistakes and failure
  10. Praise your self for effort rather than intelligent

E – Emotional Flexibility

Emotional flexibility is the ability to use different emotion regulation strategies as the environment changes. This is important because of the adaptiveness of regulations strategies changes as a function of contextual demand. There is a growing evidence suggesting that they flexibility when we implement emotion flexibility strategies might be the key to our mental health. Emotional Flexibility is also known as Emotional Agility. The first step in developing Emotional Agility is to notice when you’ve been hooked by your thoughts and feelings when one of your own thinking becomes rigid and repetitive. You would have to realize that you’re stuck before you can initiate any changes. Self-awareness provides a platform for recognizing your pattern and then working on the choice with the cognitive resources within you. There is a need for you to align your thoughts and action with your core values and goals. Approaching the challenges and changes in a mindful, value-driven and productive way. Ways to unhooked when you are stuck:

  • Recognizing your pattern
  • Label your thoughts and emotions
  • Accept them
  • Act on your value

Organisation Transformation Journey Part 2: Key ingredients to build resilience


Powerful Communication is one the most import key ingredient to building resilient in individuals. Young talents or individual needs to build the ability to communicate with themselves and others. Finding and understanding their deep purpose and values will provide them with a strong foundation in building self-resilient. Powerful communication with other is the ability to effectively communicate their intentions to others. Effective communication within and with other to you and other to understand changes, expectations and outcomes.

Resilient Talents are Coachable. They are open to feedback and often ask feedback from others. Talents that are coachable can accept feedback and take actions and effort to improve themselves. They have strong desire to continuously improve the knowledge and skills by building the ability and capability to a higher level. Younger talents are more coachable than the older talents. The most resilient talents will continue to ask for feedback throughout the career.

We are Bold Risk Taker. Resilient individuals have the courage to take a bold risk and try new ideas. They are willing to explore new ways of doing things and taking up challenges. It is easy for an individual to get stuck in the same way of doing things again and again. An organization would want their talents to be able to adapt to the destructive world in business and organization either change or die. Bold Risk Taker also dares to different or making a difference in yourself, other and the world. They are not afraid to take the risk and make mistakes.

Strengths to build Positive and Trusting Relationship. Resilient Talents needs to build strengths in building a positive and trusting relationship with other. This is the ability to lead and bring other people along with you. Talents can create strong teams by building positive relationship, being open to differences (diversity)and building trust. By doing it, opportunities for reformation and transformation will happen for the individual, team and organization.

Resilient is Decisive. This is one of the most difficult skills to develop in talents. Making decision is always difficult for individual, team and organization. Developing the ability to make a decision is key as a talent to build confidence, learn from mistakes, making more effective decision in the future and building resilient in themselves. Individual may not have the challenge of making a decision for themselves but they may have challenges making a decision for team and organization. The strengths in making effective decision and move forward with actions. If they make a wrong decision, they acknowledge and quickly make a different decision and move to goal direction.

Being Agility. Talents today requires to be more agile and adaptable to challenges and changes. Agile means the ability to respond timely and strategical to a challenge or situation. Talent needs to learn to be agile as a leader, agile in the team and agility in business. The ability to be flexible and adapting to the environment as we are all living in volatile, uncertain, challenging and ambiguity. Agility is built through putting yourself in many different situation and challenges in life.

“RESILIENT is all about being able to overcome the UNEXCEPTED.


The goal of RESILIENCE is to THRIVE”

– Jamais Cascio –

Organization Transformation Journey Part 1


I have been working with consultancy clients recently, getting to know different needs of all clients at the moment. I noticed that most organizations are facing these challenges:

  • Talent Management and Succession Planning
  • Transfer of Knowledge and Skills between the experienced employees and new or young employees
  • The motivation of employees at different level
  • The synergy between different department
  • Leadership Competency Level
  • Organization, Team and Individual ability to be Flexible, Adaptable and Agile

Talent Management and Succession Planning

Organizations face a lot of challenges in talent management.

How do we work with an organization on the journey of transformation? First of all, the organization needs to know where they are now and where do they want to go. Then the organization needs to strategize the transition to get to where they want to go. What are the strategies that the organization needs to consider:

  • Leadership & Sponsorship Plan
  • Communication Plan
  • Training Plan
  • Coaching Plan
  • Resistant Management Plan


  1. Confidence
  2. Resilience
  3. Adaptability
  4. Ability to take a challenge
  5. Stamina to work hard


What is confident to you? Confidence comes in different ways. Confidence is strongly related to TRUST in yourself and others. What and how do you build confidence in yourself and others?

I look at confident in 4 keys areas.

  • Trust yourself
  • Trust others
  • Credibility
  • Openness

Trusting yourself is the first key element in building confidence in you. Some individuals build the trust in themselves from their past experience, events in life, success and failure the go through in the life and incident in their life. Other may build their confidence by finding their compelling reason to live, purpose in life and goals to achieve in the future. However, what they do today and now in the daily life is important to build the trust in themselves. I called the Power of NOW and the Power of WHY?

Trusting other is another set of skills to be developed in an individual. This will provide opportunities to build trust with others. Having the strong level of trust from other will create a platform for a greater level of success. You may be open, however trusting other is a big challenge for a lot of individuals. This is the most difficult elements to develop in oneself.

Credibility is the current most important elements in building confidence in yourself and others. Credibility is being perceived as not just talking the talk but also walking the talk. People build confidence in themselves by seeing themselves having the credibility to execute and take action.  Today, as a leader, people trust you more when you show credibility to do what you say you are going to do, have the ability to execute and deliver results.

Openness is about an important element in building trust with yourself and other. Being open means having an open mind in accepting opinions and view of others. When you are open, you are more receptive to other suggestions, ideas and views. It provides opportunities for others to know that they can trust you and you are also opening to listen to them. There is however individual who is open, but may not necessarily trust you.

“No matter how educated, talented, rich or cool you believe you are, how you treat people ultimately tells all. INTEGRITY is everything.”