Whether you're fresh out of college, hunting for a new job, or looking to level up your career, having a solid network can make all the difference. Building those connections doesn't have to be awkward or intimidating. Here are 7 tips to help you network like a pro and build relationships that actually matter.

1. Know What You're After

Before you start collecting business cards or adding LinkedIn connections, take a minute to think about what you're really hoping to get out of networking:

• Want to switch careers and need an insider's perspective?
• Looking to learn new skills from people in the know?
• Eyeing a promotion and could use some advice?

Once you've got a clear picture of your goals, you can focus on connecting with the right people and communities. This saves you from wasting time at events that don't serve your purpose or reaching out to folks who can't help you move forward.

2. Get Social (Media) Smart

LinkedIn isn't just for job hunting - it's networking gold. Here's how to make the most of it:

• Upload a decent photo (no, not that beach selfie)
• Fill out your profile completely - don't be mysterious
• Jump into conversations by commenting on posts that catch your eye
• Join groups where your people hang out

Regularly popping up in people's feeds (in a helpful way, not a spammy one) keeps you on their radar. Post articles, share insights, or just drop a thoughtful comment now and then.

3. Show Up in Real Life

While online networking is convenient, nothing beats face-to-face connections. Make time for:

• Industry meetups and conferences
• Local professional happy hours or coffee mornings
• Workshops where you can learn and meet people at the same time
• Career events where everyone's there to mingle

Before you go, come up with a quick and natural way to introduce yourself. No need for a rehearsed elevator pitch - just be ready to explain what you do and what you're interested in without umming and ahhing. Remember, everyone else is there to meet new people too - they want to talk to you!

4. Don't Ghost Your New Connections

Meeting someone once doesn't make them part of your network. The magic happens in the follow-up:

• Connect online within a day or two while you're still fresh in their mind
• Send a quick message mentioning something specific you talked about
• Share that article or podcast you mentioned in your conversation
• Suggest grabbing coffee if you really hit it off

Staying in touch doesn't have to be time-consuming. Even a quick "saw this and thought of our conversation" message every few months keeps the connection warm.

5. Give Before You Get

The best networkers aren't just takers - they're givers too. Look for ways to help others out:

• Spot an article or newsletter that would be perfect for someone? Send it their way
• Know two people who should definitely meet? Make the intro
• Have knowledge that could help someone? Offer it up
• See someone in your network win big? Celebrate them publicly

When you focus on being helpful rather than just "what's in it for me," people remember you for all the right reasons. Plus, what goes around comes around in the networking world.

6. Join the Club

Professional associations aren't just for old-school industries. They're networking on easy mode:

• Regular events where you can become a familiar face
• Built-in conversation starters (you're all there for the same reason)
• Chances to volunteer and work alongside potential connections
• Access to people at different stages of careers similar to yours

These groups bring together people who share your professional interests, making it natural to strike up conversations and build relationships. Many even offer mentorship programmes or special events for newcomers.

7. Be Real and Present

Nothing kills a potential connection faster than feeling like someone's just collecting contacts or constantly scanning the room for someone "more important" to talk to:

• Actually listen when people talk (put the phone away!)
• Ask questions that show you're interested in them as a person
• Do what you say you'll do - flakiness is networking kryptonite
• Be honest about what you can offer
• Show genuine appreciation when someone helps you out

One authentic connection is worth more than 50 superficial ones and don't get discouraged if you don't see results right away. The person you have a quick chat with today might be the one who calls you about an amazing opportunity next year. Stick with it, be yourself, and focus on building genuine connections rather than just collecting contacts.

Just as the influx of a new generation necessitates evolving management styles, the growing demographic of older workers also demands a paradigm shift. The traditional, one-size-fits-all approach to talent management is rapidly becoming obsolete. 

We must recognise that worker motivations evolve with age, with attributes like interesting work and autonomy rising to the top around age 60, as demonstrated by Bain & Company research. This isn't just a trend; it's a fundamental shift in the workforce landscape.

Today's dynamic business environment requires a specific programme/workshop that fosters growth and creativity across all age demographics, particularly for those with decades of experience. This programme/workshop, however, must be tailored to resonate with the specific needs of older workers, building resilient teams prepared to navigate complex challenges.

Organisations or leaders shifting towards embracing and empowering older workers can focus on three essential concepts:

• Recognising evolving motivations and fostering autonomy
• Targeted reskilling and goal alignment
• Cultivating a culture of respect and intergenerational knowledge-sharing

Recognising Evolving Motivations and Fostering Autonomy

Just as active listening leaders empower younger teams, recognising the evolving motivations of older workers is fundamental. Bain research underscores that autonomy and interesting work become paramount. 

Creative Leaders must create environments where experienced professionals feel valued and empowered to leverage their expertise and strength. This means understanding that, as Gallup notes, 41% of American workers expect to work beyond 65, and that this is not a "Great Sabbatical" but a long-term trend. Strength-based leaders need to genuinely listen to the specific needs of their older employees, address immediate issues, and empower them to take initiative and contribute meaningfully.

Targeted Reskilling and Goal Alignment

Thoughtful reskilling and goal alignment are critical for professional growth at any age. Both workers and employers need to shift their thinking on retraining. Companies must design programmes that appeal to older workers, emphasising how training accelerates their pursuit of interesting work and their unique skills. 

As seen with Atos' successful programme, providing free, tailored courses and certifications empowers older employees to set goals and remain relevant. This echoes the importance of constructive feedback and goal setting in general coaching methodologies, but with a specific focus on the unique aspirations of seasoned professionals. Encouraging leaders can also be an important motivator of participation of older workers (and workers of all ages).

Cultivating a Culture of Respect and Intergenerational Knowledge Sharing

Organisations that offer proper team workshops recognise that innovation flourishes in an environment where all experience levels are valued. This means cultivating a culture of respect and intergenerational knowledge sharing. As BMW's Senior Experts programme demonstrates, retired workers returning to share their expertise with younger colleagues creates a mutually beneficial exchange. This fosters a resilient mindset and addresses the looming demographic reality, where, as Bain estimates, approximately 150 million jobs will shift to workers 55 and older by the end of the decade. Creating roles that benefit both older workers and the company is not just the right thing to do, it’s also a business imperative.

Ultimately, shifting to a strength-based leadership that embraces older workers requires a fundamental change in perspective. It demands that leaders not only direct but also mentor, guide, and inspire their seasoned professionals to reach their full potential.

By recognising evolving motivations, implementing targeted reskilling, and fostering a culture of respect and intergenerational knowledge sharing, creative leaders create environments where individuals of all ages thrive and collective success is achieved.

As demographic realities catch up, those firms that invest in recruiting, reskilling, and respecting the strengths of older workers will not just solve a part of their talent gap problem, they’ll create a workforce that’s more productive, more balanced, more diverse, and more loyal than the one they have today. Embrace this evolution today and witness remarkable growth.

If you are thinking of making the leap from agency life to an in-house role, or looking for your next big opportunity in the fast-moving world of advertising, It all starts with who you know and also your resume.  

Your resume needs to do more than just look good. it needs to get noticed with powerful features that will showcase you and your work.

In 2025, standing out as an ad creative means balancing creativity with strategy, ensuring your resume is both compelling and ATS-friendly. Here are some suggestions on how to craft a resume that lands in the right hands and makes a lasting impression.

Make It ATS Ready

Your portfolio is where you showcase your creative genius. Your resume, however, is about clarity and function. Most companies use Applicant Tracking Systems (ATS) to filter resumes before a human even sees them.

• Keep the design simple and scannable: Avoid fancy graphics, images, or non-standard fonts.
  
  
• Use a clean, text-based format that can be read by ATS software.
  
  
• Save the bold creativity for your portfolio and website. Your resume is about getting you through the first filter.

Have good ‘Headliners’ = The Professional Story

Think of this as your elevator pitch on paper. Hiring managers don’t have time to read your life story. They skim, they scan, and they move on if nothing grabs them.

• Start with who you are, what you do best, and where you’re heading.
  
  
• Make it short, impactful, and tailored to the role.
  
  
• Example: Creative Director with 8+ years in digital campaigns and brand storytelling, specialising in audience engagement and conversion-driven strategies.

Keep It Professional

Your email is one of the first things a recruiter sees, so keep it clean and professional.  

• Use firstname.lastname@domain.com instead of a quirky or outdated email.
  
  
• Avoid anything too personal or creative—this is not the place for "ad_guru_99" or "pixel_wizard_creative".

Stories for the Right Audience

Ad creatives live for storytelling—so make sure your resume tells the right story for each job.

• Don’t send a generic resume. Adjust it for each role based on the job description.
  
  
• Highlight campaigns, projects, and achievements that match the company’s goals.
  
  
• Research the company’s brand voice and weave in relevant keywords.

Do your homework. Think of it like knowing your audience. You wouldn’t pitch a minimalist branding campaign to a company known for bold, maximalist visuals.

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List out your Achievements and Outcomes

Everyone does the ’same work’.  We all have "worked on various campaigns” So this isn’t going to be enough. Hiring managers want impact, not tasks.

• Use metrics and results to show what you accomplished. Example: Instead of “Managed multiple social media campaigns”, say “Increased social media engagement by 40% through targeted storytelling strategies.”
  
  
• Quantify where possible: Use percentages, growth figures, ROI, and engagement metrics.

Combine art and science. Cool work without business impact is just a piece of work with no business direction.  Be specific about the purpose of your creative work.

Power Up with Action Words for the Win

Skip the weak, passive language and go for strong, action-driven verbs that show impact.

• Use words like created, launched, optimised, led, transformed, strategised, executed.
  
  
• Avoid vague phrases like "responsible for"—get straight to the action.
  Example: Instead of “Responsible for rebranding project”, say “Led full-scale brand refresh that increased engagement by 50%.”

Experience Over Education (Unless You're a Rookie)

If you have years of industry experience, your portfolio and career history are your strongest assets.

• Put experience before education if you’re a seasoned professional.
  
  
• If you’re new to the field, highlight relevant coursework, internships, and projects.

Know when to play your biggest hits, experienced creatives lead with work while emerging professionals showcase learning and potential.

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Both Tech Skills & Soft Skills Matter

While hiring managers want to see that you’re proficient in Adobe Creative Suite, UI/UX tools, video editing software, or data analytics.

But they also want to know you can collaborate, lead, and communicate effectively.

Include both technical and soft skills to present yourself as a well-rounded professional.
Example:

• Tech Skills: Photoshop, Illustrator, After Effects, UX/UI design, HTML/CSS
• Soft Skills: Leadership, collaboration, problem-solving, adaptability

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Unique Skills That Set You Apart

What makes you different from every other ad creative applying for this role?

• Do you speak multiple languages? That’s a global advantage.
  
  
• Have you mastered a niche software others overlook?
  
  
• Do you have deep expertise in a specific industry (fashion, tech, finance)?

These details could be the deciding factor between your resume landing on top or getting lost in the stack.

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Make It Count

Your resume is not just about getting a job, it’s about finding the right place where your creativity, skills, and vision can thrive.

• Keep it clean, tailored, and results-driven.
  
  
• Highlight your strengths and impact rather than just listing responsibilities.
  
  
• Show you’re not just an artist, you’re a strategic, business-minded creative.

Stand out, make an impact, and land the opportunity you’ve been working toward.

All the very best!

The term "midlife crisis" has carried a negative connotation for far too long. Typically known and defined as a period of doubt, regret, and drastic (sometimes reckless) changes. I’m no stranger to it, especially when I was in my early 30s.

Fast forward to today and having worked with millennials going through career transitions and changes, it’s time we re-framed what previous generations donned upon us with the term ‘midlife crisis’.  

Let’s stop calling it a crisis and reframe this old-school term for the modern world we live in today. 

Let’s look at this phase not as an identity breakdown, but as an opportunity for reinvention.

Millennial leaders and professionals in their 30s and 40s are entering a stage where career challenges evolve. Some feel stagnant, wondering if they have reached their peak. Others have outgrown their current roles but are uncertain about their next step. Some are considering a complete career pivot but feel restricted by financial responsibilities and external expectations.

Instead of a crisis, it is a midlife transition, a midlife pivot, or even a midlife awakening. Call it what serves you best positively and optimistically.

It is not the end of the road, it is a turning point toward something new.

When Success No Longer Feels Fulfilling

For many professionals, early career success follows a linear path: work hard, get promoted, increase salary, and build stability.

At some point, external success stops feeling like enough. You might start asking:

• Is this the career I want for the next 10 to 20 years?
• Am I truly using my strengths, or just going through the motions?
• What is next? Do I climb higher, switch lanes, or start fresh?

These questions are not signs of failure, in fact, look at them as signs of growth. Let these be signals for a transition, a purposeful exploration. Not a crisis.

Reframing the Midlife Pivot. From Doubt to Purposeful Progress

Instead of seeing this as a career dead-end, shift the mindset to career reinvention. Here is how:

Accept That Transitions Are Normal and Necessary

Careers are no longer linear. They are fluid and evolving.

• More than half of professionals will change careers at least twice in their lifetime.
• Leadership roles increasingly seek multi-industry experience, leading and influencing people and stakeholders, not just deep specialisation.
• The skills built in one industry can often transfer to another.

A shift in mindset is needed: This is not being stuck. It is about evolving.

Find Clarity Before Making a Move

Before making drastic changes, pause and assess strengths, values, and aspirations.

Ask:

• What activities bring the most energy?
• What skills bring the most fulfilment?
• What kind of impact do I want to create in the next five to ten years?

This is not about quitting but more importantly, it is about aligning work with who you are today.

Explore Without Pressure to Have It All Figured Out

A fully mapped-out ten-year plan is not necessary before making a move.

• Take on projects outside of the job that align with your interests.
• Expand your network and have conversations with professionals in roles or industries that seem exciting.
• Invest in coaching, mentorship, or courses to gain clarity and direction.

You need time to gain insights and expand your horizons. This is an exploration, not an all-or-nothing decision.

Leverage Strengths for the Next Chapter

Instead of focusing on what is missing, recognise the strengths already in place. 

Leadership skills can enhance decision-making, team dynamics, and influence at higher levels. Industry expertise can lead to roles that require strategic insight, operational excellence, or innovation. A strong problem-solving mindset can be applied to complex challenges, process improvements, or new initiatives. 

It is about maximising existing strengths to step into a more fulfilling and impactful career path.

Often we focus on fixing what we are not good at but imagine if we could really anchor on your unique strengths instead. Leveraging tools like CliftonStrengths® can help identify your strengths and aim them to help shape your career path.

The Path Forward

A midlife pivot is not about escaping discomfort. It is about moving toward something that excites and challenges you.

• If feeling stuck, start exploring possibilities.
• If unsure, invest in clarity through coaching, mentorship, or personal reflection.
• If afraid, reframe fear as a sign that growth is on the horizon.

The next chapter of a career is not something to fear. 

It is something to design with intention, purpose, and clarity.

Today's job market is wild, and Gen Z is stepping into a workplace that's nothing like what previous generations experienced. Between the constant tech upgrades and changing job expectations, it's tough to find your footing. That's where the CliftonStrengths® assessment comes in. It's basically a scientific way of figuring out what you're naturally good at, which is pretty handy when you're trying to carve out your career path.

What Makes Gen Z Different?

Before diving into how CliftonStrengths® can help you, let's talk about what makes Gen Z stand out:

The Gen Z Superpowers

You bring some pretty awesome qualities to the table:

• Digital Wizards: You grew up with smartphones and can figure out new apps before the download even finishes.
• Future Entrepreneurs: Many of you have side hustles or dreams of launching your own thing someday.
• Global Mindset: Thanks to TikTok and Instagram, you've seen more of the world by 18 than previous generations saw by 40.
• Independent Thinkers: You're not big on following someone else's rulebook for success.
• Tech Confidence: While your parents might still ask how to rotate a PDF, you're coding websites from scratch.
• Tough Cookies: Between growing up post-9/11, watching the 2008 crisis hit your family, and having your high school or college years derailed by COVID, you've seen some stuff.
• Adaptability Kings & Queens: Change doesn't freak you out – it's just Tuesday.
• Google-Fu Masters: You know how to find solutions to pretty much anything online.
• Open to Everything: Different lifestyles, backgrounds, ideas? You're cool with it all.
• Realistic Optimists: You believe you can change things while acknowledging the world is complicated.
• Education Champions: More of you have pursued higher education than any generation before.

How CliftonStrengths® Helps Gen Z

So why invest in this assessment when you've probably already taken countless personality quizzes? Here's the real value:

1. Figure Yourself Out (Without the Existential Crisis)

Figuring out what you want to do with your life is overwhelming. CliftonStrengths® cuts through the noise and points out what you're naturally good at. Instead of that vague "follow your passion" advice, you get concrete insights about your specific talents. It's like having a cheat sheet for the "tell me about yourself" question in job interviews.

2. Find Jobs That Don't Make You Miserable

Nothing's worse than forcing yourself into a job that drains your soul. Knowing your strengths helps you target roles where you'll actually thrive instead of just surviving. If your strengths include strategic thinking and relationship building, you might hate data entry but excel at project management. That kind of insight saves you from job-hopping until you accidentally find the right fit.

3. Team Up Without the Drama

We've all been in those group projects where everyone wants to be the leader or nobody does. Understanding your strengths and recognising others creates way less friction. When you know your teammate is amazing at coming up with ideas while you rock at executing them, you can divide and conquer instead of stepping on each other's toes.

4. Boost Your Confidence

Imposter syndrome is real, especially when you're new to the workforce. CliftonStrengths® gives you the receipts to prove what you're good at. When your boss asks why you should lead a project, you can confidently say, "My Strategic and Activator strengths make me great at both planning and getting things started" instead of mumbling something about being "detail-oriented."

5. Roll With the Changes

Jobs are changing faster than streaming platforms update their content. CliftonStrengths® helps you identify the transferable talents that stay valuable no matter what industry you're in. Your Adaptability strength might make you perfect for project management in tech today and crisis communications tomorrow.

Why CliftonStrengths® Isn't Just Another Personality Quiz

Unlike those social media quizzes that tell you which Disney villain you are, CliftonStrengths® offers some actual benefits:

It's About What's Right With You, Not What's Wrong

CliftonStrengths® doesn't try to "fix" you. Instead of pointing out your flaws, it shows what you're already doing well and how to do more of it. It's like having a friend who actually notices your strengths instead of just pointing out when you mess up.

Practical Advice You Can Use

The assessment doesn't just slap a label on you and call it a day. It gives you specific ways to use your strengths in different situations. If you're high in Communication, it might suggest ways to leverage that in presentations or team settings.

It Gets That You're Unique

With 34 different strength themes and countless combinations, CliftonStrengths® recognises that no two people are exactly alike – even if you're both classified as "introverts" or whatever other broad category most assessments use.

Getting Started Without Overthinking It

Want to give this a shot? Here's the no-stress approach:

1. Take the assessment (the official one is on Gallup's website)

2. Gain deep valuable insights with your Top 5 or Full 34 Strengths Report

3. Notice when you're already using these strengths in your daily life

4. Think about how these strengths make your personal brand or leadership style (great for updating that LinkedIn profile)

5. Chat with someone you trust about how your strengths could shape your career choices

Here's What to Remember

The working world is chaotic right now, and having some solid insights about yourself gives you an edge. CliftonStrengths® isn't about putting you in a box – it's about recognising what you naturally do well so you can do more of it.

As a Gen Zer, you already have amazing adaptability, tech-savviness, and resilience. Imagine what you could do if you actually knew how to leverage those traits strategically. CliftonStrengths® doesn't just help you find a job it enables you to have the awareness to help you build a career that actually feels like it fits who you are.

So before you apply to another job that looks good on paper but doesn't energise you inside, maybe take an hour to figure out what you're actually built for. 

Future You will probably appreciate it.

Leadership today isn't about bossing people around. As a leader in any organisation, your real job is building a collaborative culture that drives results. This matters even more now that Gen Z is joining the workforce with fresh perspectives and talents.

The Power of Differences and Collaboration

A fundamental truth of leadership can be summarised in this powerful equation: 

Differences are advantages + People need one another = "No man is an island."

Your power as a leader? Knowing your strengths and helping your team tap into theirs. Take a good look in the mirror today and ask yourself: "What am I doing to help my team shine by using their unique strengths?" Remember, as the leader, this is on YOU. Stay ahead of the game and be ready for whatever comes next.

Core Principles of Collaborative Leadership

Want to be a great collaborative leader? Focus on these three key principles:

1. Shared Decision-Making

Don't just make decisions in your corner office. Get everyone's input! When you genuinely seek feedback and value diverse perspectives, you make smarter decisions that everyone feels good about supporting. It's not just being nice - it's being strategic.

2. Mutual Respect and Trust

Keep communication open and honest. Create a space where team members feel valued and respected. They should be comfortable sharing ideas without worrying about being shot down. When people feel safe, good ideas start flowing.

3. Collective Intelligence

Everyone brings something different to the table - unique knowledge, experiences, skills, and backgrounds. Your job? Spot these strengths and use them to solve problems, innovate, and hit those goals together. It's like having a Swiss Army knife of talent at your disposal.

What's the Return on Investing in Strengths?

For Gen Z entering the workforce, tools like CliftonStrengths are game-changers. These assessments help identify natural talents and strengths - valuable in today's rapidly changing job market where knowing your lane is crucial for success.

So what do you get back when you invest in a strengths-based approach? Plenty:

1. Self-Discovery and Growth

When people understand their top strengths, they make better career choices and know where to focus their development. Result? They stick around longer and stay more engaged.

2. Smoother Teamwork

This understanding fosters a foundation of respect and appreciation, crucial for navigating inevitable disagreements. Specifically, managing conflict in teams with a strengths-based approach allows for a shift from focusing on perceived shortcomings to leveraging individual talents to find solutions.

3. Confidence Boost

Recognising and using strengths builds confidence. When you acknowledge what your team members bring to the table, they feel valued and step up more often with new ideas.

4. Rolling with the Changes

In the future of the work market, strength awareness helps people adapt and find their sweet spot in different situations. Your organisation becomes more nimble and resilient as a result.

Why This Approach Beats Traditional Methods

Unlike old-school personality tests that make you obsess over fixing weaknesses, the strengths-based approach builds on what's already working. It creates a more positive vibe throughout your organisation.

Best of all, you get practical strategies you can use right away - not just theory. As a leader, you'll have concrete tools to develop your team and boost performance.

“By recognising and harnessing our unique strengths, we build a collaborative culture where every individual contributes their best, turning diversity into our greatest asset.”

Your Job as a Leader

Here's the bottom line: stay ahead and be ready for what's next. Your job goes beyond today's performance - you need to prepare your team for future challenges. When you create a strengths-based culture, innovation happens naturally and your team adapts without breaking a sweat.

When you look in the mirror today, remember that your biggest impact isn't what you do yourself - it's how well you help others reach their potential by leveraging their unique strengths.

In this collaborative approach, differences become your secret weapon, and your team achieves things that would be impossible for any single person. That's the real ROI of strengths-based leadership.

Over the years of leveraging CliftonStrengths across various roles in MNCs, I’ve matured and learnt that leaning on my natural strengths allows me to lead authentically. This also means being aware that my Strengths are what will help me be a more consistent, confident and clear leader.

Leadership roles are tough. Leaders face constant pressure to adapt, innovate, and inspire. 

Amidst all these challenges, one constant that can guide and ground you is your unique set of strengths. For me, embracing my CliftonStrengths: Futuristic, Relator, Maximiser, Analytical, and Achiever has not only defined my leadership style but also served as a reliable anchor to my values and decision-making processes.

Understanding your leadership style starts with knowing what you naturally excel at. 

CliftonStrengths offers a structured way to discover and harness these talents. Over the years, I’ve honed my awareness more deeply. And today, each strength continues to play a distinct role in shaping how I lead:

• Futuristic drives my vision, enabling me to see beyond the immediate challenges and envision long-term possibilities. This strength fuels my passion for innovation and strategic planning, ensuring that my team is always looking ahead and prepared for what’s next.
• Relator reminds me of the importance of genuine relationships. By investing in strong, personal connections with my team, I can foster an environment of trust and open communication, where everyone feels valued and understood.
• Maximiser pushes me to transform good work into great work. It inspires me to refine processes, develop talents, and celebrate excellence, ensuring that the potential within my team is fully realised.
• Analytical equips me with the ability to break down complex problems and make data-driven decisions. This strength helps me balance my visionary ideas with practical insights, keeping our strategies grounded in reality.
• Achiever fuels my drive and determination. It ensures that I remain committed to goals and relentlessly pursue progress, providing a steady momentum that keeps the team moving forward.

For leaders, leveraging these strengths is not just about enhancing performance, it’s about anchoring yourself in a framework that aligns with your core values. 

Knowing where your natural talents lie offers clarity and purpose, especially during times of uncertainty. It’s like having an internal compass that helps guide your decisions and interactions, ensuring that your leadership remains authentic and sustainable.

Reflecting on your CliftonStrengths can also reveal potential blind spots. For instance, my focus on achievement sometimes makes me overlook the need for pauses and reflection. Recognising this, I actively schedule time for mindfulness and feedback sessions to ensure I maintain balance. This continuous self-reflection is critical. It not only highlights where you excel but also points out areas where you might need to adjust or seek support.

One practical way to integrate your strengths into your leadership approach is to set aside regular reflection time—perhaps through journaling or one-on-one feedback sessions with peers and mentors. This helps you assess how effectively you’re using your strengths and whether they align with your team’s needs and your organisational goals.

Ultimately, sustainable leadership is about understanding yourself deeply. When you anchor your leadership in your unique strengths and values, you build a resilient foundation that supports both personal growth and team success. Embrace your strengths, learn from your blind spots, and let your authentic leadership shine through.

Tired of traditional leadership models that focus on fixing weaknesses? It's time for a paradigm shift. Strengths-based leadership is transforming how teams achieve success by focusing on what people do best. Instead of dwelling on shortcomings, this approach unlocks hidden potential and drives exceptional performance.

Traditional performance reviews often fixate on areas for improvement, training programs target skill gaps, and managers spend countless hours trying to mould individuals into a predetermined ideal. While addressing weaknesses has its place, it often yields diminishing returns. Chasing weaknesses can be a never-ending uphill battle, draining energy and resources while only achieving incremental improvements. Even worse, it can inadvertently demoralise individuals by focusing on their shortcomings rather than celebrating their talents.

A leader’s greatest asset is not their ability to correct flaws, but their skill in harnessing the power of strengths in people.

Strengths-based leadership offers a refreshing alternative. When leaders prioritise identifying and leveraging the inherent strengths within their teams, the results can be truly transformative.

The Impact of Strengths-Based Leadership:

• Unleash Hidden Potential: Discover and unlock each team member's unique strengths for maximum impact. This empowers individuals to contribute their best work and feel valued for their unique talents.
  
  
• Boost Team Cohesion: Recognise how individual and team strengths impact goal achievement and team culture. Understanding these dynamics allows for better collaboration and communication.
  
  
• Forge Powerful Partnerships: Harness the power of diverse strengths within the team. By strategically combining talents, leaders can create synergistic partnerships that amplify individual contributions.
  
  
• Maximise Organisational Impact: Identify the value of team strengths for the organisation and stakeholder relationships. This allows for strategic alignment and ensures that talents are being utilised effectively.
  
  
• Navigate Challenges Effectively: Understand and manage potential "blind spots” and gaps in team strengths. Proactive awareness allows leaders to mitigate potential issues and address weaknesses strategically.
  
  
• Foster Psychological Safety: Increase psychological safety across the team, creating an environment of trust and collaboration. When individuals feel safe to be themselves, they are more likely to take risks and contribute innovative ideas.
  
  
• Embrace Cognitive Diversity: Use strengths-based language to address differences and foster cognitive diversity. This promotes open communication and encourages different perspectives, leading to better decision-making.
  
  
• Drive Targeted Action: Create a targeted action plan to utilise strengths for achieving goals, seizing opportunities, and overcoming challenges. This ensures that strengths are being applied strategically and effectively.
  
  

Organisational Benefits of Strengths Finder:

Strengths-based leadership allows teams to identify and unlock their strengths at work every day. This leads to:

• Improved Goal Setting: Teams with a clear understanding of their strengths are better equipped to set realistic and achievable goals.
  
  
• Stronger Team Cohesion: Recognising and valuing individual strengths fosters a sense of belonging and strengthens team bonds.
  
  
• Enhanced Leadership Effectiveness: Leaders who understand their strengths and the strengths of their team members are better equipped to lead and motivate.
  
  
• Increased Team Performance: When individuals work in their areas of strength, performance naturally improves.

Understanding Your Talent DNA with CliftonStrengths:

The CliftonStrengths assessment reveals your unique combination of 34 CliftonStrengths themes. These themes, categorised into four domains (Strategic Thinking, Relationship Building, Influencing, and Executing), explain what you naturally do best. They offer a profound understanding of human behaviour and highlight what's right with people.

Explore the 34 CliftonStrengths Themes:

• Strategic Thinking: Analytical, Context, Futuristic, Ideation, Input, Intellection, Learner, Strategic
• Relationship Building: Adaptability, Connectedness, Developer, Empathy, Harmony, Includer, Individualisation, Positivity, Relator
• Influencing: Activator, Command, Communication, Competition, Maximiser, Self-Assurance, Significance, Woo
• Executing: Achiever, Arranger, Belief, Consistency, Deliberative, Discipline, Focus, Responsibility, Restorative

By embracing strengths-based leadership, organisations can unlock the full potential of their teams, drive exceptional performance, and create a thriving work environment where everyone has the opportunity to shine.

Ever wondered why some people absolutely crush it at strategic planning while others are natural relationship builders? That's exactly what CliftonStrengths is all about. Let's break down this game-changing tool and see why multinational corporation (MNC) leaders worldwide are falling in love with it.

What's CliftonStrengths, Anyway? 

Think of CliftonStrengths as your personal talent detector or strengthsfinder. Instead of obsessing over what you're not good at (we've all been there), it helps you discover and leverage what you're naturally good at. 

Here's the cool part: It looks at 34 different talent themes, grouped into four main areas:

• Strategic Thinking 
  
  • The Architect.
  • How you help focus on what could be with the ability to stretch the team’s thinking.
• Executing 
  
  • The Craftsman/Craftwoman
  • How you can make things happen. How you take an idea and make it a reality. 
• Influencing 
  
  • The Advocate
  • How you help reach a much broader audience. You take charge, speak up and make sure the group is heard.
• Relationship Building
  
  • The Connector
  • How you help hold the team together and enable the group to become greater than the sum of its parts.

How Does It Actually Work?

First up, you'll take an online assessment—don't worry, it's not like those boring tests from school. You'll get pairs of statements and pick the one that sounds more like you. There are 177 pairs, and yes, you're timed (keeps it interesting!) and also help you think more instinctively.

Once you're done, you'll get a report showing your top 5 talent themes (or all 34 if you go for the full version). These aren't just random labels —they're insights into your natural superpowers at work.

‍What You Get with Wild & Wise Workshop and Coaching:

1. Pre-workshop consultation
2. CliftonStrengths Assessment
3. Personalised Strengths report
4. Team Grid Report
5. Workshop materials
6. Interactive Group Activities
7. Strengths Application Strategies
8. Post-workshop consultation (For Team Workshop)

Why Should Global MNC Leaders Care?

‍Here's where it gets really interesting. If you're running teams across different countries and cultures, CliftonStrengths is like having a universal translator for talent.

Let me show you why it's such a big deal:

‍Managing Global Teams Just Got Easier

‍Imagine this: You've got team members in Singapore, Australia, and the United States. Everyone has different ways of working, different cultural backgrounds, and different approaches to problems. CliftonStrengths gives you:

• A common language to talk about talents (no more getting lost in translation)
• A clear picture of how your team fits together
• Better ways to get people working together, no matter where they're from

From Manager to Effective Leader

‍When you know your strengths, you can:

• Lead in a way that feels natural to you (no more trying to copy someone else's style)
• Build better relationships with people worldwide
• Make smarter decisions about who does what
• Create teams that actually enjoy working together

Getting Better at Working Across Cultures

‍This is huge for global leaders. CliftonStrengths helps you:

• Understand how your style might come across in different cultures
• Adjust your approach without feeling fake
• Bridge those tricky cultural gaps
• Get better at reading and responding to different situations

Making It Work for You

Growing Your Team

Instead of trying to fix everyone's weaknesses, focus on:

• Spotting what people are naturally good at
• Helping them get even better at it
• Building teams where different strengths complement each other
• Creating training that actually makes sense for each person

Building Stronger Teams

‍Think about:

• Mixing and matching different strengths to create power teams
• Getting people to understand and appreciate each other's styles
• Reducing conflicts through better understanding
• Making sure everyone's strengths are being put to good use

Managing Change

‍Let's face it - change is constant in business. Use CliftonStrengths to:

• Make transitions smoother
• Help your team bounce back from challenges
• Communicate changes in ways that resonate
• Find the right people to champion new initiatives

Wrapping It Up

‍Look, in today's super-connected business world, understanding what makes people tick isn't just nice to have—it's essential. CliftonStrengths gives you a practical way to do this, whether you're leading a team of 10 or 10,000.Instead of trying to fix what's "wrong" with people, it helps you make the most of what's already great about them. And in a world where good leadership is more important than ever, that's pretty powerful stuff.Remember, it's not about becoming someone else - it's about being THE BEST VERSION OF YOURSELF and helping others do the same. And that's something worth investing in, don't you think?

Through my career in marketing and music, I’ve worked and partnered with many artists and creative professionals who need more than just talent to thrive. The V.I.B.E framework, an innovative approach developed by Gerald Ang of Wild & Wise, designed to help creatives build sustainable success through four essential pillars: Velocity, Inspiration, Brand, and Energy.

True creative success begins when you harness your inner V.I.B.E, aligning vision, insight, and bold energy into one powerful force.

Understanding the Power of V.I.B.E

1. Velocity: Building Momentum for Success

Success in the creative field isn't about sporadic bursts of productivity, it's about maintaining consistent forward momentum. The Velocity pillar emphasises the importance of setting clear, actionable goals and establishing a compelling vision for your creative journey. By focusing on purposeful progress and learning from setbacks, creatives can develop a sustainable pace that supports long-term growth and achievement.

2. Inspiration: Fueling Creative Excellence

Inspiration serves as the lifeblood of creative work, driving innovation and artistic expression. This pillar encourages creatives to actively seek and cultivate new sources of inspiration, enhancing their resourcefulness and problem-solving abilities. By intentionally harnessing their strengths and maintaining creative flow, artists can develop a deeper emotional connection with their work and stay ahead in their field.

3. Brand: Crafting Your Unique Identity

In an increasingly competitive creative landscape, a strong brand identity is crucial for standing out. The Brand pillar helps creatives discover and articulate their unique voice, values, and beliefs. By developing a cohesive brand story, artists can better connect with their ideal audience and build the trust necessary for sustained success.

4. Energy: Sustaining Creative Excellence

The Energy pillar recognises that creative success depends on both physical and mental well-being. By prioritising health and maintaining balanced energy levels, creatives can enhance their focus, stamina, and overall potential. This holistic approach ensures sustainable creative output and professional growth.

Building Your Creative Foundation

Personal Branding and Professional Presence

Developing an authentic personal brand is essential for creative professionals. The V.I.B.E framework emphasises the importance of:

• Identifying and communicating your unique value proposition
• Maintaining consistency across all professional platforms
• Building genuine connections with your audience
• Adapting your brand as you evolve while staying true to your core values

Professional Network Development

Strong professional networks open doors to opportunities and collaborations. The framework provides strategies for:

• Overcoming networking anxiety
• Building meaningful professional relationships
• Identifying and pursuing collaborative opportunities
• Leveraging networks for creative growth

Creative Process and Habits

Success in the creative field requires structured approaches and sustainable practices:

• Understanding and optimising your creative process
• Establishing productive routines and habits
• Managing time effectively for creative work
• Overcoming creative blocks and self-doubt

Overcoming Creative Challenges

Managing the Inner Critic

Every creative professional faces self-doubt. The V.I.B.E framework addresses this by:

• Developing strategies to recognise and manage negative self-talk
• Building resilience and confidence
• Maintaining creative momentum despite doubts
• Transforming criticism into constructive feedback

Prioritising Creative Growth

The framework emphasises the importance of:

• Making time for essential creative work
• Setting and maintaining boundaries
• Evaluating opportunities effectively
• Continuously evolving your creative practice

Conclusion

The V.I.B.E framework offers a comprehensive approach to creative success, addressing both the practical and emotional aspects of creative work. By focusing on Velocity, Inspiration, Brand, and Energy, creative professionals can build sustainable careers while maintaining their artistic integrity and personal well-being.

Whether you're an emerging artist or an established creative professional, implementing the V.I.B.E framework can help you navigate the challenges of the creative industry while building a fulfilling and sustainable career. Through structured workshops and practical applications, this framework provides the tools and strategies needed to thrive in today's competitive creative landscape.

The creative industry is experiencing a revolutionary transformation driven by artificial intelligence. From digital artists to copywriters, professionals across creative fields are discovering how AI tools can enhance their work, reshape their roles, and open new opportunities. This comprehensive guide explores how AI is revolutionising creative careers and what it means for professionals in 2025 and beyond.

The AI-Powered Creative Renaissance

Artificial intelligence isn't just changing how creative professionals work—it's fundamentally transforming the nature of creativity itself. Creative professionals are discovering that AI can serve as a powerful collaborator, enabling them to push boundaries and explore new possibilities in ways previously unimaginable.

Augmenting Human Creativity

Rather than replacing human creativity, AI is amplifying it. Creative professionals now have access to sophisticated tools that can:

• Generate multiple design variations in seconds, providing fresh perspectives and inspiration
• Analyse vast amounts of data to identify emerging trends and patterns
• Create basic content drafts that serve as starting points for refined work
• Automate time-consuming technical tasks, allowing more time for strategic thinking

Action Steps for Creative Professionals in 2025

As the creative landscape continues to evolve, here are key actions to implement for success:

1. Embrace Lifelong Learning and Adaptability

The rapid pace of AI advancement demands a commitment to continuous learning:

• Allocate dedicated time for professional development
• Define clear learning objectives and identify relevant resources
• Stay current with emerging AI tools and creative technologies
• Apply V.I.B.E. principles to maintain momentum in your learning journey

2. Integrate Data-Driven Decision Making

Leverage analytics to enhance creative processes:

• Incorporate more sophisticated data insights than in 2024
• Use AI-powered analytics to inform creative strategies
• Balance data-driven decisions with creative intuition
• Measure and optimise creative performance through metrics

3. Collaborate with AI and Automation

Develop a symbiotic relationship with AI tools:

• Integrate AI-driven solutions into your daily workflow
• Identify repetitive tasks that can benefit from automation
• Maintain creative control while leveraging AI capabilities
• Use automation to enhance rather than replace human creativity

4. Foster a Multidisciplinary Approach

Break down traditional creative silos:

• Blend creativity with technology, marketing, and strategy
• Develop expertise across multiple creative domains
• Build connections between different creative disciplines
• Create innovative solutions through cross-pollination of ideas

5. Prioritise Ethical and Authentic Storytelling

Maintain integrity in an AI-enhanced creative landscape:

• Develop narratives that reflect honesty and transparency
• Embrace social responsibility in creative work
• Balance AI efficiency with authentic human connection
• Use technology to amplify genuine storytelling

The V.I.B.E. Framework: A Holistic Approach to Creative Success

Wild & Wise's V.I.B.E. programme offers a comprehensive framework for creative professionals to thrive alongside AI technology in this rapidly evolving landscape. This innovative programme focuses on four essential pillars that complement and enhance AI integration:

• Velocity: Maintaining Momentum in an AI-Enhanced World
• Inspiration: Amplifying Creativity with AI
• Brand: Crafting Authentic Personal Branding in the AI Era
• Energy: Sustaining Creative Power

Conclusion

The integration of AI in creative careers, when combined with the structured approach of Wild & Wise's V.I.B.E. programme, presents an unprecedented opportunity for growth and innovation. By embracing both technological advancement and personal development, creative professionals can build sustainable, fulfilling careers that leverage the best of human creativity and artificial intelligence.

The V.I.B.E. programme's holistic approach to creative success provides the perfect complement to AI integration, ensuring that professionals maintain their authentic voice and sustainable practice while harnessing the power of new technologies. As we move forward, the most successful creative professionals will be those who can effectively combine human ingenuity with AI capabilities while maintaining their velocity, inspiration, brand identity, and energy.

In today's rapidly evolving business landscape, job security has become an increasingly complex challenge for professionals across Asia and beyond. Recent events have highlighted the volatile nature of employment in even the most established companies, prompting a necessary shift in how we approach career stability and professional growth.

Understanding the Current Landscape

The corporate world is undergoing unprecedented transformation, driven by technological advancements and economic uncertainties. Recent developments in Singapore and across Asia serve as stark reminders of this reality. In October 2024, industry giants like Dyson implemented unexpected layoffs in Singapore, affecting employees across multiple departments. Samsung followed a similar pattern, reducing its Singapore workforce during the same period. The impact extends beyond Singapore's borders, with Nissan announcing plans to cut or transfer approximately 1,000 positions in Thailand as part of its global restructuring initiatives.

The Rise of Technology and Its Impact

Artificial intelligence and automation are revolutionising traditional workplace dynamics. While these technologies drive innovation and efficiency, they also fundamentally reshape job roles and responsibilities. The key to survival in this new era lies not in resisting these changes but in positioning oneself to leverage emerging opportunities.

Building Resilience Through Strategic Actions

Embrace Continuous Learning

Professional development has evolved from being a career enhancer to a career necessity. Lifelong learning serves as a crucial foundation for job security in today's market. By consistently updating your skills and knowledge base, you become more adaptable and valuable to employers.

Develop a Strong Professional Network

Networking has never been more critical for career stability. A robust professional network can:

• Provide early access to job opportunities
• Offer valuable industry insights
• Create support systems during career transitions
• Enable knowledge sharing and collaborative learning

Stay Proactive in Career Management

The traditional concept of job security through long-term employment with a single company is becoming increasingly rare. Today's professionals must adopt a proactive approach to career management, regularly assessing market trends and adapting their skill sets accordingly.

Taking Action Today

The time to prepare for future career challenges is now. Waiting until change occurs may leave you scrambling to catch up in an already competitive market. Consider these immediate steps:

• Audit your current skill set and identify areas for improvement
• Research emerging trends in your industry
• Join professional associations and online communities
• Start building your personal brand
• Invest in relevant certifications or training programmes

Conclusion

Job security isn't handed out; it's built through proactive planning and continuous learning. Stay Ready for your next move.

Job security in today's world requires a shift in mindset from passive employment to active career management. By embracing continuous learning, building strong professional networks, and staying ahead of industry trends, professionals can create their own form of security in an increasingly uncertain job market. The key lies in taking action today rather than waiting for change to force your hand.

Remember: In a world where change is the only constant, adaptability becomes your greatest asset for maintaining job security.

As a new generation of employees streams into the workplace, the way we manage teams and develop them needs to evolve. Their expectations are different and so are the ways businesses will be shifting.  

Especially in today’s rapidly evolving business landscape, gone are the traditional top‐down leadership models. This is being replaced by a more dynamic, coaching‐oriented approach. This style not only fosters growth and creativity but also builds resilient teams prepared to navigate complex challenges.

Shifting towards a coaching style of leadership can be approached through three essential concepts: 

1. Active listening and empowerment
2. Goal setting and constructive feedback
3. Cultivating a culture of experimentation and innovation

Active Listening and Empowerment

Active listening and empowerment is fundamental to effective coaching. Leaders who practice active listening create an environment where every team member feels heard and valued. This approach encourages employees to share their ideas and concerns, leading to richer discussions and improved decision-making. 

According to a Gallup study, teams managed by leaders who actively engage and empower their teams experience up to 21% higher employee engagement compared to those with traditional leadership styles.

When leaders genuinely listen, they not only address immediate issues but also empower employees to take initiative and solve problems independently, reinforcing a sense of ownership and accountability.

Goal Setting and Constructive Feedback

Thoughtful goal setting and feedback are critical for personal and professional growth. Creative leaders adopting a coaching mindset set clear, achievable goals while providing continuous, constructive feedback that aligns with individual aspirations and team objectives. This process helps employees understand their strengths and areas for improvement, ultimately driving performance. 

Research by the International Coaching Federation (ICF) indicates that organisations with robust coaching cultures report a median return on investment of nearly seven times the initial investment.

This significant return is largely attributed to enhanced clarity in goal setting and ongoing support through constructive feedback, making it a vital component of the coaching approach.

Cultivating a Culture of Experimentation and Innovation

A coaching leader recognises that creativity flourishes in an environment where risks are embraced and failures are seen as learning opportunities. Encouraging team members to experiment with new ideas not only leads to breakthrough innovations but also fosters a resilient mindset. 

In practice, this means creating safe spaces for brainstorming sessions, hackathons, or pilot projects where unconventional ideas are welcomed. A recent survey found that companies with a strong emphasis on innovative cultures see up to a 30% increase in overall team productivity and creativity.

By nurturing an experimental mindset, leaders help their teams develop adaptive problem-solving skills essential in today’s unpredictable market.

Ultimately, shifting to a coaching style of leadership requires a fundamental change in perspective. It demands that leaders not only direct but also mentor, guide, and inspire their teams to reach their full potential. 

By embracing active listening and empowerment, implementing constructive feedback and goal setting, and fostering a culture of experimentation and innovation, leaders create environments where individuals thrive and collective success is achieved. 

As data increasingly supports the benefits of this approach, it’s clear that the future of leadership lies in coaching, transforming not only teams but entire organisations into agile, innovative, and highly engaged communities. Embrace coaching today and witness remarkable growth.

Change is a constant. And throughout my 20+ years in corporate, conflict was another common occurrence. Conflict within teams is a natural part of collaboration. Whether it stems from differing opinions, clashing personalities, or misaligned goals, effectively managing conflict is crucial for maintaining a healthy and productive work environment.

As a strengths-based practitioner, and not just a theorist, I’ve seen how a strengths-based philosophy can transform how teams handle disagreements, turning potential disruptions into opportunities for growth and innovation.

Understanding Strengths-Based Philosophy

A strengths-based approach focuses on identifying and leveraging the unique talents and abilities of each team member. Unlike traditional methods that often emphasise fixing weaknesses, this philosophy encourages individuals to build on their strengths to achieve personal and collective success. By recognising and utilising what each person does best, teams can enhance collaboration, improve morale, and drive better outcomes.

How Strengths-Based Philosophy Enhances Conflict Management

1. Enhancing Self-Awareness and Empathy

Understanding your own strengths and those of your team members fosters greater self-awareness and empathy. When individuals are aware of their strengths, they can better understand how they contribute to the team and how they interact with others. This awareness helps in recognising the diverse perspectives each member brings, reducing misunderstandings and fostering mutual respect. For example, a team member who excels in Empathy can better navigate emotional tensions, while someone with a Strategic mindset can foresee potential challenges and propose effective solutions. This combination of strengths ensures that conflicts are approached with understanding and foresight, facilitating more harmonious resolutions.

2. Promoting Strengths-Based Communication

Effective communication is key to resolving conflicts. A strengths-based approach encourages team members to communicate in ways that align with their natural talents. This alignment makes interactions more genuine and less confrontational, as individuals express themselves through their strengths rather than forcing themselves into unfamiliar roles. For instance, a team member with a Communication strength can articulate ideas clearly and persuasively, bridging gaps during disagreements. Meanwhile, someone with Analytical strength can provide data-driven insights that clarify misunderstandings and guide objective decision-making. By leveraging these strengths, teams can address conflicts constructively and collaboratively.

3. Fostering Collaborative Problem-Solving

A strengths-based philosophy not only highlights individual talents but also demonstrates how these strengths can complement one another within a team. When conflicts arise, leveraging diverse strengths can lead to more effective problem-solving and innovative solutions. Here’s a scenario: Two team members disagree on the direction of a project. One might have the Activator strength, driving the team to take immediate action, while the other possesses the Deliberative strength, ensuring that all potential risks are considered before proceeding. 

By recognising and valuing these differing strengths, the team will understand that the natural inclination of the Activator is to ‘get started’ and may come across as ‘impatient’ and ‘reckless’.  The colleague with Deliberative needs time to think and may come across as ‘slow’, and ‘unsure’, but because the team understands that both are strengths, we can find a balanced approach that satisfies both the need for action and careful planning.

Implementing a Strengths-Based Approach in Conflict Management

1. Strengths Assessment and Awareness

Start by having all team members complete a strengths assessment to identify their top strengths. Have a certified CliftonStrengths coach run a workshop so everyone learns and understands the concept of Strengths. This will kickstart the journey of your team to build awareness and understanding of each other's unique talents. This foundation is essential for fostering an environment where strengths are recognised and valued.

2. Strengths-Based Team Building

Incorporate strengths-based activities into team-building sessions. Encourage team members to share how their strengths can contribute to conflict resolution and overall team harmony. This proactive approach ensures that strengths are utilised to prevent conflicts from arising and to address them effectively when they do occur.

3. Strengths-Focused Conflict Resolution Training

Provide training on how to use strengths in conflict resolution. Teach team members how to identify the strengths involved in a conflict situation and how to leverage those strengths to find common ground and mutually beneficial solutions. This training equips the team with practical tools to handle conflicts constructively.

Managing Conflict with Strengths

A strengths-based philosophy is a powerful tool for managing conflict within teams. By enhancing self-awareness and empathy, promoting strengths-based communication, and fostering collaborative problem-solving, teams can transform conflicts into opportunities for growth and innovation.

Embracing this approach not only mitigates the negative impacts of conflict but also unlocks the full potential of each team member, fostering a more harmonious and high-performing work environment.

In a rapidly evolving global workforce, understanding and developing your innate strengths has never been more crucial. As digital transformation and technological advancement reshape the employment landscape through 2030, those who can align their natural talents with future demands will have a significant advantage.

Digital Revolution and AI: Why Personal Strengths Matter More Than Ever

While digital access stands as the most transformative trend (affecting 60% of employers by 2030), success in this new era requires more than just technical skills. It demands a deep understanding of your individual strengths to navigate:

• Artificial Intelligence and information processing (86% of employers expect significant impact)
• Robotics and automation systems (58% anticipation rate)
• Advancements in energy generation and storage (41% of businesses affected)

Understanding Your Strengths in a Changing Job Market

The workforce transformation will affect 22% of today's total jobs between 2025 and 2030. In this dynamic environment, strengths-based coaching becomes invaluable by helping professionals:

• Identify their natural talents that align with emerging roles
• Develop personalised strategies for career growth
• Build resilience through strength-based approaches
• Navigate career transitions with confidence

High-Growth Areas

Several sectors show promising growth potential.  

1. Technology Sector:
   • Big Data Specialists 
   • AI and Machine Learning Specialists 
   • Software Developers
2. Green Energy Transition:
   • Environmental Engineers 
   • Renewable Energy Engineers 
3. Care and Education:
   • Nursing Professionals 
   • Social Work and Counselling Specialists
   • Higher Education Teachers 

Maximising Your Natural Talents for Future Success

Research shows that 39% of existing skill sets will need transformation by 2030. Through CliftonStrengths coaching, you can:

• Discover how your unique strengths align with future skill requirements
• Develop strategies to leverage your talents in emerging roles
• Build confidence in your natural abilities to adapt to change
• Create a personalised development plan that honours your authentic self

Essential Skills Through the Lens of Your Strengths

Understanding your natural talents helps you excel in developing crucial future skills. 

By building on inherent strengths, whether creativity, analytical thinking, or leadership, you empower yourself to learn more efficiently, innovate more effectively, and stay ahead in a changing job market. This strengths-based approach not only bolsters individual growth but also fosters a culture of continuous improvement and collaboration, preparing you and your team to thrive amidst the challenges of the future of work.

Why Understanding and Leveraging your Strengths is Your Key to Future Success

As organisations take proactive steps to address changes:

• 85% prioritise workforce upskilling
• 70% seek staff with new skill sets
• 50% plan role transitions

CliftonStrengths coaching provides:

• Personalised insights into your natural talents
• Strategic guidance for career development
• Tools to leverage your strengths in any role
• Support in navigating workplace transformations

Preparing for 2030: Your Strengths-Based Action Plan

The future job market requires preparation, and CliftonStrengths coaching offers:

• Deep understanding of your unique talent profile
• Strategies to apply your strengths to emerging opportunities
• Guidance in developing complementary skills
• Support in building resilience through your natural talents

Take the First Step Toward Your Future

With 59% of the global workforce needing additional training by 2030, now is the time to invest in understanding and developing your natural talents With Strengths-based coaching, you can:

• Discover your unique strength profile
• Align your talents with future opportunities
• Develop strategies for career success
• Build confidence in your natural abilities

As a creative or artist, your work is more than just an expression of talent and passion. It’s a business opportunity waiting to be tapped into. While platforms like Instagram or Behance may offer a place to showcase your portfolio, LinkedIn is another platform that can help you turn your art into a viable commercial asset.

Impact of Your Art on MNCs, Organisations, and Corporations

The world is becoming more connected, and companies are increasingly looking for creative solutions to drive their brand, culture, and innovation.

Whether you're a visual artist, a musician, a writer, or a designer, your craft can have a profound impact on MNCs, non-profits, and even smaller organisations. While to most artists, LinkedIn may not be a natural platform. But what LinkedIn does in a very targeted way is the space to connect your art to business needs to give another dimension to your career.

Think about how your art can enhance an organisation’s brand, improve internal culture, or bring new energy to corporate environments.

Your creative vision can help shape branding campaigns, influence product designs, or even curate an immersive experience for a company’s corporate event.

The creative world is expanding beyond the traditional boundaries of galleries and performances. Businesses are recognising the value of creativity in their commercial strategy. If they don't, they are either not your audience or it is an opportunity to educate and share how and why.

Define Your Creative and Artistic Commercial Value

One of the first steps in using LinkedIn to grow a commercial professional network is to define what your art can offer to organisations. Understanding how your unique skills and creative output can contribute to businesses is key to positioning yourself effectively.

Ask yourself:

• What type of artist am I? Are you a visual artist creating digital designs for brands? A musician whose compositions could set the tone for corporate events or their advertising creatives? A creative and creator that has a story that resonates with a brand’s voice?
• How can my art add value to businesses? Perhaps your work can help a company with brand storytelling, product development, or employee engagement.
• What commercial problems can I solve through creativity? Companies often face challenges in building emotional connections with customers, increasing employee satisfaction, or differentiating themselves in crowded markets. How can your art become a solution?

These are just some ideas. But how it starts is by building relationships with these potential clients.

Once you define how your art adds value to organisations, you’ll be clearer on the types of businesses you want to target and the specific roles your creativity can play in their commercial processes.

And to many artists, I understand you are very protective of your work, but what I'm saying here is it really is up to YOU. Understand your boundaries and have a mindset on how this can create creative commercial success to perhaps a 'segment' of your creative strategy or expressions.

Building Your Network with Purpose on LinkedIn

LinkedIn allows you to build a network of like-minded professionals, businesses, and organisations that could benefit from your art. It’s not just about showcasing your work; it’s about positioning yourself as a professional artist who understands the commercial landscape. Here are some ways on how you could do it:

• Optimise your profile: Clearly state what you do, the value you provide, and how you can help businesses. Use your headline to describe your art in a way that’s relevant to business needs. For example, “Visual Artist Helping Brands Create Impactful, Engaging Designs” or “Musician Composing Custom Soundtracks for Corporate Events and Advertising Campaigns.”
• Content: Share case studies, testimonials, and success stories of how your art has impacted organisations. You are very likely already on Instagram, TikTok, similarly, explore how LinkedIn’s native video and article features can help your storytelling. EG: post behind-the-scenes insights into your creative process and the commercial results it’s delivered.
• Engage with industry leaders: Be brave and think bigger. Don’t just focus on your portfolio; actively engage with businesses, HR professionals, and marketing leaders who might benefit from your work. Comment on their posts, share insights, and make connections that align with your goals.
• Join groups: There are many LinkedIn groups and content (like this one called Wild & Wise) related to creative industries, branding, and marketing where you can share your expertise and build connections. This is also an excellent way to learn more about what businesses need and how to align your art with those needs.

Commercial Viability of Creativity

The ultimate goal is to shift the narrative around creativity, making it a commercially viable solution for organisations.

Having worked with many artists and creatives, we often see ourselves as “artists” first, but embracing the commercial side of your work can help you build a more sustainable and impactful career. You can find clarity on how your unique art can be integrated into the fabric of a company’s success.

By understanding your art’s value proposition, expanding your professional network, and aligning your creative process with the business world’s needs, LinkedIn is one platform that offers a powerful space for creatives to not just showcase their talent, but also grow their commercial presence in the industry.

Elevate Your Art to the Business World. Artists, musicians, and creators often feel disconnected from the corporate world, and if you are an artist looking to bridge that gap, looking for opportunities for growth, collaboration, and business development. By defining how your art contributes to organisations and leveraging LinkedIn’s networking tools, amongst other ways, you can turn your creativity into a commercial asset that propels both your brand and the organisations you collaborate with.

Your art has power and it can meet the professional world!

Traditional leadership models, broadly characterised by rigidity, hierarchical structures, self-preservation protectionism and to some extent, risk aversion - ‘don’t rock the boat’ style, are increasingly no less relevant and, dare I say, less effective or inspirational.

These conventional approaches often have poor communication approaches, little transparency, stifle creativity and limit adaptability, crucial traits in today’s fast-paced markets.

In contrast, I’ve always respected and drawn to the playful and creative CEOs who are transforming leadership by embracing play, fostering creativity, and leveraging individual strengths to drive innovation and engage their teams effectively.

The Limitations of Traditional Leadership

Traditional leadership typically emphasises control, predictability, and maintaining the status quo. While these traits can provide stability, they often suppress the creative potential of employees and hinder the organisation’s ability to respond swiftly to change. Leaders who prioritise authority over collaboration may face disengaged teams and diminished morale, leading to higher turnover rates and reduced productivity.

(Check out my video post on the word ‘‘boss’)

Embracing Play and Creativity

Play and creativity are not merely add-ons but essential components of modern leadership. By integrating playful approaches, leaders create an environment where experimentation is encouraged, and failure is viewed as a learning opportunity rather than a setback. This shift fosters a culture of continuous improvement and resilience, enabling organisations to navigate the complexities of global markets with agility and innovation. Gallup mentions that teams that foster a creative and playful environment are 50% more likely to report high levels of innovation.

Leveraging Strengths for Enhanced Leadership

A strengths-based approach complements play and creativity by focusing on the unique talents and abilities of each team member. Playful leaders recognise and harness these strengths, aligning tasks and roles with individual capabilities. This not only maximises efficiency but also instils a sense of purpose and satisfaction within the team, driving higher engagement and fostering a more innovative workforce. Gallup mentions that employees who use their strengths daily are 8.9 times more likely to be engaged at work compared to those who do not. For more insights on modern leadership, check out my article, "From Boss to Coach: 3 Key Concepts for Modern Leadership."

Enhancing Emotional Intelligence

Creativity and play significantly contribute to the development of emotional intelligence (EI) in leadership. Engaging in creative activities promotes self-awareness, enabling leaders to better understand their emotions and how they impact others. Playful interactions foster empathy and social skills, essential for building strong, collaborative teams and navigating interpersonal dynamics effectively.

Creating a Culture of Innovation

Playful and creative leadership cultivates a culture where innovation thrives. By encouraging open dialogue, diverse perspectives, and collaborative problem-solving, leaders inspire their teams to think outside the box and develop groundbreaking solutions. This environment not only attracts top talent but also drives sustained business success in a competitive market.

The Future of Leadership

As Asia’s business landscape continues to evolve, the importance of play, creativity, and strengths-based leadership becomes increasingly evident. Playful, creative leaders who prioritise these elements are better equipped to inspire their teams, foster innovation, and achieve remarkable success.

It's my take on how I see leadership styles shifting as a new generation of employees enter. By evaluating, looking at your strengths, and moving away from outdated leadership models and embracing a more dynamic, creative approach, leaders can ensure their organisations remain resilient and poised for growth.

What do you think? I'd love to hear your thoughts.

Not many may know this, but I am a music guy. I spent all my money on cassettes and CDs growing up. I chased music, the latest singles, and the undiscovered bands instead of chasing girls. I was a music geek and guitar nerd. I also spent many of my teenage years in jamming studios and record stores.

After university, I started a music lifestyle marketing agency and also a DJ school. I've played in clubs and radio in SG some smaller gigs in SEA. In Singapore, I've played at clubs like Zouk many times, including ZoukOut twice. BTW, I also co-own a small electronic music label called SoulMatters Recordings. Do check out some of the talented producers from around the world and here from Singapore.

I’ve spent my life immersed in music and the creative space. Even during my corporate years. The intersection of creativity and structure has always fascinated me, but my years in the music industry cemented this passion.

During my time at Warner Music, I’ve actively engaged in conversations with organisations about AI’s growing role in the arts: how it can elevate creativity while ensuring that artists’ work and rights are protected.

AI is transforming the creative industry at lightning speed. From composing music to generating visual art and even writing scripts, AI is no longer just a tool, it’s becoming a collaborator.

But with this rapid evolution comes critical questions, especially in two areas that I believe are vital, and trying to keep it as simple as possible: Creation and Compliance.

Creation.

It's about redefining the creative process. AI opens doors to creative possibilities that we couldn’t have imagined a decade ago. It can compose melodies, generate stunning visuals, or brainstorm storylines, amplifying the potential of human creativity.

The possibilities of leveraging AI to overcome creative blocks, enhance your workflow, or explore entirely new artistic styles. It’s a game-changer.

But here’s the challenge: who owns what? When AI contributes to a song, a painting, or a film, how do we define authorship? Is it the artist who feeds the inputs, the developer of the AI, or the person refining the results? These aren’t just theoretical questions; they strike at the heart of what it means to create.

As creators, whether you’re an artist, musician, or professional in the creative industry, this is an opportunity to expand our craft. But it’s also a wake-up call to redefine the boundaries of authorship, ownership, and originality in this new era.

All that said, I'm a devoted believer in technology, but the human creator is what inspires me most.

Futuristic is my #1 CliftonStrengths, I LOVE dreaming about the possibilities of AI and humans coming together.

Compliance.

This is about protecting what matters to the artists and creators. While AI brings extraordinary potential, it also introduces a maze of legal and ethical complexities. Who protects the work of creators when AI-generated content is derived from existing datasets? How do we prevent unauthorised use of someone’s art, lyrics, or designs to train AI systems?

The legal framework around AI is still playing catch-up, and this gap leaves creators vulnerable. I’ve observed how these challenges affect artists, especially when it comes to protecting their intellectual property and ensuring they’re credited and compensated for their work.

Ethics is another layer of the compliance puzzle. Creators and organisations must ask tough questions:

• Are we using ethically sourced data to train AI?
• Are we fostering inclusion and fairness in how this technology is applied?
• How do we ensure accountability if something goes wrong?

These aren’t just organisational issues, they’re personal for anyone who pours their heart into their work.

I ALWAYS STAND FOR THE ARTIST.

Balance Between Creativity and Responsibility

The future of the creative industry doesn’t lie in resisting AI but in understanding how to use it responsibly. It’s about finding the balance between Creation: Leveraging AI to enhance artistry, and Compliance: ensuring ethical practices, ownership, and rights protection.

AI isn’t here to replace human creativity; it’s here to amplify it.

But as creators, we need to stay informed, adapt, and advocate for frameworks that protect the essence of what we do. It’s not just about technology. It’s about values, integrity, and the stories we tell.

What are your thoughts on AI’s role in shaping the creative economy? This space is going to continue to explode. I love to learn more from AI experts over coffee or a beer. Please reach out and perhaps we can collaborate on some work.