Did a full day CliftonStrengths workshop for the WSG Partners and Operations team. Focused on team building and how to leverage the talents to be more effective. As an operations team, it was extremely hard for everyone to come together so the opportunity created was treasured by the whole team.
There was great feedback and I was delighted to spend the day with them.
Organized by Metropolitan YMCA Singapore and sponsored by Hong Kong Land, I had the privilege to conduct a youth and young adults leadership workshop together with David Gil.
Glad to see that the youth and young adults found the workshop engaging and there was a high level of participation.
Victor Seet • World & Singapore's 1st Gold Awarded Gallup CliftonStrengths Coach • Newfield Certified Ontological Coach
𝐌𝐚𝐤𝐞 𝐨𝐭𝐡𝐞𝐫𝐬 𝐟𝐞𝐞𝐥 𝐬𝐚𝐟𝐞 𝐞𝐧𝐨𝐮𝐠𝐡 𝐭𝐨 𝐛𝐫𝐢𝐧𝐠 𝐭𝐡𝐞𝐢𝐫 𝐛𝐞𝐬𝐭 𝐬𝐞𝐥𝐟 𝐭𝐨 𝐰𝐨𝐫𝐤
This statement was shared by a Singaporean leader when I asked the room “What makes a great leader?”
It was my first time hearing this response after two decades of leadership work.
And it is very refreshing and deeply inspiring. That moment struck me deeply.
🤔How much did this person walk the talk?
Out of curiosity, I interviewed (discreetly) two members in the same room. Both had great feedback about this leader and how happy and engaged they are at work.
✅ Lovely.
How did I experience this person through the whole day? Surely such a nugget of wisdom had to come from one who practice this truth consistently.
That leader made me (a facilitator) feel safe to engage freely. There was curiosity to learn, to hear my pov. That leader also created a space where people engaged deeply and freely. There was much openness and vulnerability though-out the day.
✅ I experienced safety.
This was a whole day workshop at NUS Central library diving into #StrengthsBasedleadership. Using the data, we unpacked why some leaders meet followers’ needs and why some don’t. We explored how leaders can specifically meet certain needs of the teams through customized actions and behaviors based on the team’s CliftonStrengths data.
It was a delightful day spent. Time flew by very fast for a full day workshop and that is always a good indication that we were in flow mode.
#teamdevelopment hashtag#leadershipdevelopment
#strengthsfinder
#psychologicalsafety
StrengthsTransform
𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐟𝐨𝐫 𝐅𝐚𝐦𝐢𝐥𝐲 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬
Spent an afternoon with seven business leaders. Two were online while the other five were in person. It was not my typical session but it was definitely an experience I thoroughly enjoyed.
What made this coaching session different was that the individuals not only wear hats as business leaders, they wear the hats of family members. They are siblings and cousins.
Family businesses are unique because of the ownership.
Many family businesses operate with overlapping roles (the same leader often wears the hat of the owner, management and family member simultaneously). This emotional complexity influences decision-making beyond profit and efficiency.
Stewardship, legacy, and generational continuity are part of the priorities. There is also the process of transitioning leadership. It is not just about competencies in running the business. It is about trust, identity, and family expectations.
𝐖𝐡𝐲 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬?
The lens of strengths provides a comprehensive set of data that empowers these leaders to see:
✅ individual leadership strengths and blindspots. The data helps each leader identify and learn about key contributions they can make towards the business. Each person can use the data to see how to lead self, teams and business outcomes.
✅ Collective leadership team strengths and blindspots. The data helps the group identify alignment areas for strategic business planning and also potential areas of neglect.
In the short session with these leaders, I learned so much while facilitating and coaching the group. Watching how they interact while wearing these lens as owners, management and family members simultaneously was fascinating for me. Extremely rich emotional data. 😄Definitely a 10/10 learning experience for me!
As MOE focus more on competency development growth, more school leaders are pondering on the difference between strengths development and competency development.
As school holidays come to a close, I had a chance to engage some leaders and educators on how they can use their strengths at work. We explored the difference between strengths development and competency development. We explored how to work better as a team.
Kept the session light hearted since the teachers were only just back from their holidays. It was definitely a session I enjoyed facilitating and I can feel the positive energy consistently throughout.
Some notable feedback from participants that were delightful:
”Engaging, well paced and well conducted. Customized to audience. Very good job done by Victor and team.”
”Truly insightful session in discovering and leveraging on individual and team strengths.”
”Good mix of explaination and interactive actvities. The opporrtunity to talk thru w others about our strengths may be awkward at first but good in helping us hear each other out. Appreciated the quiet reading time too.”
”The team is very engaging and the content shared was informative and helpful. Thank you, Victor and team.”
Pico Leadership Workshop - Part 3
After doing 1 session for the Team Leads and following another session with their deputies, this was designed to bring them altogether to go deeper and explore their collaboration, partnerships and leadership work.
We explored about each other’s cutting edge and how they can better complement each other. We talked about motivators and de-motivators. Last but not least, a pertinent topic for many - managing our blindspots.
I loved following up and deepening the strengths journey for leaders. This was intentionally planned over a period of time and following up allows for the strengths language to be revisited and deepened.
It was a wonderful time seeing the Team Leads having deeper conversations with their deputies and aligning the way they work. Strengths is powerful to deepen our way of being and way of doing.