- Joined
- Dec 6, 2018
- Messages
- 16,168
- Points
- 113
-
IP addresses are NOT logged in this forum so there's no point asking. Please note that this forum is full of homophobes, racists, lunatics, schizophrenics & absolute nut jobs with a smattering of geniuses, Chinese chauvinists, Moderate Muslims and last but not least a couple of "know-it-alls" constantly sprouting their dubious wisdom. If you believe that content generated by unsavory characters might cause you offense PLEASE LEAVE NOW! Sammyboy Admin and Staff are not responsible for your hurt feelings should you choose to read any of the content here. The OTHER forum is HERE so please stop asking.
PAP advocates for more CECAs to be allowed in Sickipoora because Sinkies are fucking stupid. Wonder which party runs the education ministry since 1959
- Thread starter A Singaporean
- Start date
- Joined
- May 16, 2023
- Messages
- 32,310
- Points
- 113
Thaat ish why need CECA to donate their genetics material to make smarter sinki de wohYes, sinkees are farking stupid and ignorant.
- Joined
- Aug 30, 2021
- Messages
- 6,864
- Points
- 113
But most CECA donated their little worms to Pinoy maids leh.
Still sinkies charbo didn't receive the full benefits of CECA leh.
- Joined
- Nov 14, 2008
- Messages
- 10,090
- Points
- 113
Indra Knee waitingBut most CECA donated their little worms to Pinoy maids leh.
Still sinkies charbo didn't receive the full benefits of CECA leh.
Singapore males are losers becos of NSF liability.... wasted 2 years jiakleowbee in NSF liability lost interest and become uncompetitive in job market...
NSF liability is a scam from LKY... his 2 sons did not complete straight 2.5 years NSF liability.... get disrupted NSF liability send to overseas university study because his father knows his NSF liability is a scam....
- Joined
- Jun 27, 2018
- Messages
- 29,627
- Points
- 113
Commentary: Are Singaporeans losing their competitive edge by staying within their comfort zones?
When it comes to skills, Singaporeans have what it takes to be leaders. Why then aren’t there more Singaporeans heading global companies? Former McDonald’s China CEO Kenneth Chan weighs in.
Commentary: Are Singaporeans losing their competitive edge by staying within their comfort zones?
Singapore may be an attractive regional hub for corporates, but one question remains: Why aren’t more Singaporeans leading these corporations? (Photo: CNA/Syamil Sapari)
Kenneth Chan
SINGAPORE: As a young regional manager with McDonald’s based in Singapore back in the early 2000s, I found myself supervising managing directors in South Korea and Taiwan who had been with the fast food chain for nearly 30 years.
Working with veterans with decades of experience was a tall order. I had to respect their seniority, adapt to their different cultures and styles of work, while leading the team to reach objectives set by the higher-ups.
Advertisement
I doubted myself at times: Did I have the depth of understanding of the local market as these veterans? How I would be able to add value to them and their business plans, being someone from a different country.
Nothing had really prepared me for that: Not the hours of studying for exams, nor the business theories that I had internalised. I had to improvise on the go, rely on my wits, and, most importantly, work with them as colleagues and friends even as I learnt from their experience.
But the lessons from that experience helped me prepare for the next leg of my career - moving to China in 2008. I was tasked with expanding McDonald’s footprint in one of the world’s biggest markets. To say I was firmly out of my comfort zone would be an understatement.
I went to China with my wife and two cats. I had never been to China before and my Mandarin as a second language was mediocre. Since I had little prior exposure and knowledge of the marketplace, I decided the best option was to aggressively immerse myself in the environment, to quickly understand the issues, opportunities, vast geography, and most importantly, the people who were at the heart of our business execution.
With Singapore being a sanctuary of structure and stability, being willing to get out of one’s comfort zone - be it going overseas or even simply having a mindset shift in working styles - can perhaps be one of the biggest challenges that Singaporeans face.
Advertisement
But in our interconnected world today, getting uncomfortable - and having rounded experiences - is imperative to earn our place at the global leadership table, noted a recent Alliance for Action on Business Leadership Development (AfA-BLD) Insights Report by the Singapore Business Federation.
Today, the spotlight is turning towards Asia as firms increasingly look to the region to grow their businesses. According to the International Monetary Fund, Asia’s economy is expected to grow 4.6 per cent this year, contributing about 70 per cent of global growth.
Yet globally, Asians still largely remain underrepresented in corporate leadership roles. For instance, a study by the Center for Creative Leadership in September 2022 showed that Asians only account for 4 per cent of executive teams in US-headquartered companies and 3 per cent in Europe-headquartered firms.
With Singapore being an attractive regional hub for corporates, as home to the regional headquarters of more than 37,000 international companies, one question remains: Why aren’t more Singaporeans leading these corporations?
TOO COMFORTABLE TO LEAVE?
When it comes to hard skills, Singaporeans have what it takes to be leaders. Our universities are among the top ranked internationally, and more than 35 per cent of residents aged 25 and above are university graduates. Singapore is also deemed to be the most proficient in English in the region, and our students regularly top international math and science rankings.
Advertisement
With such achievements, however, have Singaporeans become so comfortable that we are at risk of losing our competitive edge?
Many of my business counterparts have observed that it is often difficult to get Singaporeans to take up overseas roles. Many of us are risk-averse, shying away from unfamiliarity and choosing to remain within the structured comforts of our home environment.
Commentary: Singaporeans love viral success stories like Max Zeng's. What does that say about us?
One big reason is remuneration, particularly if one is not on an expatriate package or where pay is not equalised.
Workers in Singapore are among the highest-paid in Asia, with a median annual income of around S$60,000 (US$44,000). In comparison, the average salary is around US$17,000 in Malaysia, US$9,600 in Indonesia, US$35,400 in South Korea and US$42,000 in Japan.
Why take the harder route of working overseas when one can have the creature comforts at home?
Advertisement
Another reason is family: It’s difficult to move to another country with children. There is also the concern over reintegrating them into Singapore’s education system upon return. In this area, for example, returning spouses and children based overseas would benefit from more government support in adapting to Singapore again through the likes of engagement sessions and training.
But apart from higher pay and support, we must help ourselves too by understanding first that leadership roles are not given, they are earned. And to take up such positions, we must hone our leadership skills outside of our home ground in three areas.
BEING A NEXT-LEVEL LEADER
The first is to get diverse experiences. Being exposed to different cultures and functions can help hone one’s leadership capabilities.
TikTok CEO Shou Zi Chew is a familiar example of a Singaporean who has honed his capabilities by accumulating global experience. (Photo: AFP/Bay Ismoyo)
Commentary: How did the Singaporean CEO of TikTok do in Washington?
Chew Shou Zi, the current TikTok CEO, is a familiar example. Born in Singapore, Chew left to study in the United States after his National Service. He stayed overseas after his studies, working in American, Russian and Chinese companies, while traversing the globe.
His experiences such as the ability to negotiate, think on the spot and lead discussions were on full display when the world watched the US Congress grill him over TikTok’s operations in the US.
Another example of a global leader who has accumulated a wealth of overseas experience is Wong Kee Joo, the first Singaporean to lead banking group HSBC Singapore as its chief executive officer.
His nearly three-decade banking career has included stints in the likes of Thailand, China, Hong Kong, and the United Kingdom. “Working with people of different nationalities and cultures has broadened my perspectives and shaped me as a leader,” he had noted in SBF’s AfA-BLD Insights Report.
In my instance, the experience gained in my previous roles working with overseas markets helped me adjust to the massive challenge of China, where everything - from supply chains to logistics - was on an enormous scale.
BE BOLD
The second is to elevate your leadership style. While good leaders can execute a company plan with great results, great leaders are bold and visionary, possessing the ability to create a differentiated, competitive brand.
When it comes to skills, Singaporeans have what it takes to be leaders. Why then aren’t there more Singaporeans heading global companies? Former McDonald’s China CEO Kenneth Chan weighs in.
Commentary: Are Singaporeans losing their competitive edge by staying within their comfort zones?
Singapore may be an attractive regional hub for corporates, but one question remains: Why aren’t more Singaporeans leading these corporations? (Photo: CNA/Syamil Sapari)
Kenneth Chan
SINGAPORE: As a young regional manager with McDonald’s based in Singapore back in the early 2000s, I found myself supervising managing directors in South Korea and Taiwan who had been with the fast food chain for nearly 30 years.
Working with veterans with decades of experience was a tall order. I had to respect their seniority, adapt to their different cultures and styles of work, while leading the team to reach objectives set by the higher-ups.
Advertisement
I doubted myself at times: Did I have the depth of understanding of the local market as these veterans? How I would be able to add value to them and their business plans, being someone from a different country.
Nothing had really prepared me for that: Not the hours of studying for exams, nor the business theories that I had internalised. I had to improvise on the go, rely on my wits, and, most importantly, work with them as colleagues and friends even as I learnt from their experience.
But the lessons from that experience helped me prepare for the next leg of my career - moving to China in 2008. I was tasked with expanding McDonald’s footprint in one of the world’s biggest markets. To say I was firmly out of my comfort zone would be an understatement.
I went to China with my wife and two cats. I had never been to China before and my Mandarin as a second language was mediocre. Since I had little prior exposure and knowledge of the marketplace, I decided the best option was to aggressively immerse myself in the environment, to quickly understand the issues, opportunities, vast geography, and most importantly, the people who were at the heart of our business execution.
With Singapore being a sanctuary of structure and stability, being willing to get out of one’s comfort zone - be it going overseas or even simply having a mindset shift in working styles - can perhaps be one of the biggest challenges that Singaporeans face.
Advertisement
But in our interconnected world today, getting uncomfortable - and having rounded experiences - is imperative to earn our place at the global leadership table, noted a recent Alliance for Action on Business Leadership Development (AfA-BLD) Insights Report by the Singapore Business Federation.
Today, the spotlight is turning towards Asia as firms increasingly look to the region to grow their businesses. According to the International Monetary Fund, Asia’s economy is expected to grow 4.6 per cent this year, contributing about 70 per cent of global growth.
Yet globally, Asians still largely remain underrepresented in corporate leadership roles. For instance, a study by the Center for Creative Leadership in September 2022 showed that Asians only account for 4 per cent of executive teams in US-headquartered companies and 3 per cent in Europe-headquartered firms.
With Singapore being an attractive regional hub for corporates, as home to the regional headquarters of more than 37,000 international companies, one question remains: Why aren’t more Singaporeans leading these corporations?
TOO COMFORTABLE TO LEAVE?
When it comes to hard skills, Singaporeans have what it takes to be leaders. Our universities are among the top ranked internationally, and more than 35 per cent of residents aged 25 and above are university graduates. Singapore is also deemed to be the most proficient in English in the region, and our students regularly top international math and science rankings.
Advertisement
With such achievements, however, have Singaporeans become so comfortable that we are at risk of losing our competitive edge?
Many of my business counterparts have observed that it is often difficult to get Singaporeans to take up overseas roles. Many of us are risk-averse, shying away from unfamiliarity and choosing to remain within the structured comforts of our home environment.
Commentary: Singaporeans love viral success stories like Max Zeng's. What does that say about us?
One big reason is remuneration, particularly if one is not on an expatriate package or where pay is not equalised.
Workers in Singapore are among the highest-paid in Asia, with a median annual income of around S$60,000 (US$44,000). In comparison, the average salary is around US$17,000 in Malaysia, US$9,600 in Indonesia, US$35,400 in South Korea and US$42,000 in Japan.
Why take the harder route of working overseas when one can have the creature comforts at home?
Advertisement
Another reason is family: It’s difficult to move to another country with children. There is also the concern over reintegrating them into Singapore’s education system upon return. In this area, for example, returning spouses and children based overseas would benefit from more government support in adapting to Singapore again through the likes of engagement sessions and training.
But apart from higher pay and support, we must help ourselves too by understanding first that leadership roles are not given, they are earned. And to take up such positions, we must hone our leadership skills outside of our home ground in three areas.
BEING A NEXT-LEVEL LEADER
The first is to get diverse experiences. Being exposed to different cultures and functions can help hone one’s leadership capabilities.
TikTok CEO Shou Zi Chew is a familiar example of a Singaporean who has honed his capabilities by accumulating global experience. (Photo: AFP/Bay Ismoyo)
Commentary: How did the Singaporean CEO of TikTok do in Washington?
Chew Shou Zi, the current TikTok CEO, is a familiar example. Born in Singapore, Chew left to study in the United States after his National Service. He stayed overseas after his studies, working in American, Russian and Chinese companies, while traversing the globe.
His experiences such as the ability to negotiate, think on the spot and lead discussions were on full display when the world watched the US Congress grill him over TikTok’s operations in the US.
Another example of a global leader who has accumulated a wealth of overseas experience is Wong Kee Joo, the first Singaporean to lead banking group HSBC Singapore as its chief executive officer.
His nearly three-decade banking career has included stints in the likes of Thailand, China, Hong Kong, and the United Kingdom. “Working with people of different nationalities and cultures has broadened my perspectives and shaped me as a leader,” he had noted in SBF’s AfA-BLD Insights Report.
In my instance, the experience gained in my previous roles working with overseas markets helped me adjust to the massive challenge of China, where everything - from supply chains to logistics - was on an enormous scale.
BE BOLD
The second is to elevate your leadership style. While good leaders can execute a company plan with great results, great leaders are bold and visionary, possessing the ability to create a differentiated, competitive brand.
- Joined
- Sep 14, 2014
- Messages
- 6,565
- Points
- 113
Saw many ceca n tiong owning cars in my area, n notice local hv cars but all hv phv stickers ,lol,well done 60% of sinkies
- Joined
- Oct 30, 2014
- Messages
- 36,768
- Points
- 113
Yes, sinkees are farking stupid and ignorant.
If you bothered to read the article, that was not what he wrote.
NSF liability destroy Sinkie talent after 2 years in SAF jail camp.... yes sir and no sir... threats make one a loser thinker....
Lanjiao incompetent Loong must resign... he is a yes sir no sir type bullied by his gangster father and make him incompetent to think outside the square....
FTs bring more jobs to NSF liability Singaporeans..... what a big lie...
Lanjiao incompetent Loong must resign... he is a yes sir no sir type bullied by his gangster father and make him incompetent to think outside the square....
FTs bring more jobs to NSF liability Singaporeans..... what a big lie...
Similar threads
