Pulling the unemployed back to the society

Started a social enterprise recently called Hold my hands where it assists to help those who are unemployed to become semi employed or at least do something to upkeep their skills. 
Many groups of people who are unemployed and have strong reliance on the governmental support and each has its own reasons for unemployment, then which group has the highest possibility to contribute back to the society

Unemployed for a long time by choice
I think this group is the one that many cannot understand. And frankly I could not understand too. But this COVID-19 has put in my mind another perspective. It all boils down to habit and past experiences. If one had a bad experience at work, and work is linked to a dread, how do we motivate a person to make an effort to go? And if in the long run, when one begins to realize he or she can survive still by not working, then why the need to make the effort. So unless we can change the memory of that past experience and link it to a personal motivation, no matter what one says, it does not matter. So how can we do that if they do not even want to go out and try anymore, we have to bring the experience to their comfort place. 

Special Needs
Awareness is key. This I touched on my other blog. 
Accepting them as they are and putting structures and a supportive system in place.

Ex-convicts
This is a grey area I understand for many people. And to know the nature of the crime is something that is very important to the hirers and more people are willing to accept those who commit for instance petty crimes. However for those with sexual offences, the risk to accept them is very high as there is a need for constant monitoring and also the need to protect their own staff. So my take is rather than put a blanket rejection against all convicts, do consider their background and take it case to case and give them a chance to turn over a new llife.

mothers or caregivers returning to the workforce
I think its encouraging that many companies are embracing the schemes by government either for the short term or flexi hours scheme for them. I think there is also a great need for the ad hoc or remote jobs that can be done by these mothers. 
Telesales. Selling of online products. Social Media. Man booths at community area where they can bring their kids or the elderly they are taking care of together. 

Article: Singapore Digital Transformation

Since 2016, plans have been in place for transformation to happen.
But the question always comes about, how much can be done and how much upfront cash is needed and will the money be justified?
The pain points for a lot of SMES are lack of good fit manpower for the leadership management and a lack of sufficient manpower for the operations side; visibility of demand and supply -  feedback online how do you pull all the info back to the planning side upstream and downstream (industry 4.0 autonomous robots, system integration, internet of things, simulation, addictive manufacturing. cloud computering, augmented reality, big data, cyber security) - how to embed the technology into the process to reduce wastage(Eg. reduce buffering hence overstock and eventually no longer have to sell at lower cost to reduce inventory) and hence can help reduce the cost) -  example having big data using AI, allowing for prediction
PROCESS
TECHNOLOGY
ORGANISATION
Singapore Smart Industry Readiness Index - what level of digitalization one has to achieve
Find out your priorities - understanding your company confidence [ ORGANISATION]
Vertical and Horizontal processes - Can they be enhanced or eliminated [PROCESS]
hard -production lines, services - automate processes [TECHNOLOGY]
Upgrade value chain  - better margins - where production becomes the least cost and one can focus on branding more - less reliance on supply chain - blockchain and 5G- To track and trace etc
Value Add Service:
PRODUCT SALES - > SOLUTION SALES -> CONSULTATIONS-> EDUCATION(BEST PRACTICES)
IMPROVE PROCESSES ; MARKETING; ENGAGEMENT [ Outsource to freelancers ]
How to ensure data and assets are integrated into the processes- so you know where are the wastage or areas of improvements)
Portal Business that can support local and regional markets
Embedding latest technology so customer can be educated and have seamless solutions
HOW CAN YOU INNOVATE? HOW CAN YOU VALUE ADD?

SMU: Problem Solving Skills

Problem Solving Skills

Analysis pyramid

[Analysis ]

Do you think you are analytic

How do you define analysis

Breaking a problem down into its part to understand the whole

other tools -  decision trees, cause and effect etc 

(use every tool to its max combination and know its limitations)

timelines and chronologies

Tool 1 - group and sorting 

Find relationships (similarities and differences) to each data  

1. breaking a problem down 

most useful to your purpose

e.g shopping list - how do you group your list - 

consider all ways to group and sort - do not be bias on one method

the sequence you group and sort makes a difference

e.g. someone shred a lot of paper, how will you put the pages back together to understand its contents

text tables graphics papertype font handwriting different marks etc

2. group and sort from as many angles as possible

3.give thought on the sequence

[Structuring]  - give form and arrangement 

Tool 2 - timelines

case interview 

be conscious why and how you are coming up with conclusions

Am I looking for patterns

what else can I overlay the visual with so I can get more from this data -  eg timelines and stockprice

is it cause of effect

is it conclusive or suggestive

Look at the distance between points

Are the gaps telling me something 

Probe all assumptions 

[Synthesize] - to form by combining parts or elements to synthesize a statement

Opposite of Analysis

Synthesize - Final process where you bring it together and add value and prepare it for presentation

tool 3 : matrices and tables

how do you come up with that solutions?

taking data and visually representing them in a different way and make it easier to understand

corporate strategy - resource allocation x,y and size

tell people how to read the chart

job is to move resources around 

can I make the bubble bigger or make it smaller

can i remove or add the bubbles

we have look at the data 

essential here is all our business units risk and returns framework

grey shadow is the risk return relationship

more risk more returns

first we see D is under performing we are taking too much risk 

is it independent from others

or is it driving the effectiveness

but if its independent, i will suggest to move it to grey zone or to exit it altogether

C is moving quickly and low risk, i want to see how much funds we have that we can invest to move it faster

A provide us resources to fund our other units - to maintain it i suspect its a low growth business

* See the patterns *

Took 4 : Decision Trees
Are all branches independent to one another
piece out all the wants and desires then consider the options and work through the decisions
and then the outcomes
Attribute tree - weighted average, expected outcome - which decision is the expected outcome

brainstorming, consider all the options - divide up time*,hit a pause when you feel there is enough thought, switch gears, and go into converging with a set of criteria

Tool 5: Distributions
Take note of the events in the world
taking data from one form to another form to make it easier to understand
find out what else can you derive from it
can we draw a diagonal line, can i color code it etc

Combining problem solving tools
[ Time series info and events]
spot trends using historical data - link qualitative and quantitative data
identify cause and effect - identify gaps in information
[ Decision Analysis]
using different tools have different analysis
know its limitations
group and sort as many angles as possible
use 2 to 3 tools for 1 problem independently and see if you arrive at the same answer
Insurance - overpricing is riskier? nope. : insurance might not sell? area under curve is the area of loss 5%x potential loss.
underpricing is risker - people will buy alot but you will also not be able to cover. increase in exposure.

Summary
Examine how you apply it
Look for hidden insights through different tools
combining of tools is to give you a framework to show you the missing gaps
limitations for every tools - don't blindly apply
Find the alternatives

Visual Thinking - taking data and presenting it in a different way 
Can you improve how this info is presented
- Absorb information faster and more efficiently
- Retain and understand better
- Communicate information clearly

Chrome - google used comics to make technical subject easier to understand

Mapping the approach
Start top down then go bottom up

top down (objective driven)
Get the answer quick
Lay the frame work
Yes or No
How do you define Asia
How do you divide the work

bottom up (exploration driven)
Very comprehensive
What is the project and get the insights
Explore and highlight the points
Extract all the points and start organizing it

Situation complication question and answer ***
Do not assume the person knows about the case
Must set the context Ask the right leading questions *
(We are here to answer one key question)
FRAME PROCESS
Put it on the top of every slide deck to remind.

Situation
A relevant statement which you know the audience will agree with something he knows or accepts as
to set the stage and plant seed of a question later on
E.g  we love music a part of everyone life and will always be around and knows no boundaries

Complication
Focus on to tell what happen next in the story
E.g  However we haven't found the right recipe for portable digital music
E.g more competitors from coffee and non-coffee makers, growth market limited

Question
How can we create the perfect solution
e.g. how can Starbucks continue to grow without endangering

Answer
We have a product that takes us there
e.g. so now our answer to this is ...

Simplification
You need to know all its complications

How do you explain what a data base is to 5 year old
before you simplify it, think what it is to you

How many cups of coffee are sold in Singapore per year?
1. i am going to assume....
2. Ask first principle -  Define and structure the question first - ask the right questions
Coffeebean coffee characteristics and price point
Kopitiam coffee characteristics and price point
Which year are we talking about
3. take questions and give questions - what where should how
4. articulate objectives * can you restore the profitability of the company?
Are you going to be profitable?
they keep saying yes we can do this to double sales, but the key question is quantify it
what do you mean by profitability? Is there a specific number?
5. Operationalize - feasbility, timelines, milestones etc
which of these 5 , if you had to pick 2 , which will you focus on?
Cut cost, 2 phases, will need 6 months, will need consultant embeded.
Next one is to expand overseas, have 4 phases, will need 2 years, but will start seeing results in 1 year, need to lend me 4 managers
Go down to the details, be practical
6. Manage your real estate
I think the best way is to get the number of people in Singapore
break the population into 2 groups coffee and non-coffee
i will eliminate those who do not do either
separate them into behavior
low medium high
coffee drinking frequency
estimate number of coffee in one period of time
** Use paper for people to visualize what you want to verbalize**
Articulate what you want to say
Pause where its to be - when you shift gears
7. Strategy

#startinggood: Brand Storytelling

Consumers want more. To win hearts, you need an authentic purpose that resonates with people, and compels them to choose you. You need to position yourself, and you need a story.

Whats your story? Trigger emotions.
For your audience to feel, it needs to be relevant to them - and you need to feel- Resonate with them
Authentically humanize you
Most important audience is yourself. For you to come alive.

What is your brand?
How do people decipher them?

Confident storyteller - know who you are and what you are saying
Have or know the right audience - finding them out- Transforming of the story
Story types
- Founder story: finding of the business why that happened
- Purpose story: why are you doing what you are doing and why, - impact driven purpose story
- Values story : sharing behind the scene of what a particular value mean to you and your team to help your customers align with you
- value: how it helped your company
- impact : in business to support and help ; buy in to co create

Brand corner stone
All the good things that build up the personality of the brand
vision for the future
what is your impact model
what do you want to change
your purpose and value statement
your customer service methodology
Your whole team must know it
You tell a different story to different people -  who your buyers or investors are, how they buy and their decision criteria, how they source the information to decide
How do you show up in the world on top of having a good product
How do you communicate simply the impact and celebrate the milestones
Everyone is a hero in their own journey
Helping people find that transformation
Helping people connect with your purpose

Important:
what is the 5 second moment and how it transformed your world **
key tell the story, let it land; then hear from others how it relates and feel

Tips
1. Be Simple (something others can tell simply on your behalf ) (make as many stories)
2. its the little details that make it relatable with the audience

What makes you react (cry?)

HR: HR Connect Fest 2020

Concluding from a webinar from HR Connect Tech Fest 2020

<The future of talent attraction and how COVID is accelerating this>
In Outplacement People want to be seen as humans valued for who they are and their expertise
It is important to showcase a company culture extended where people leave in good spirits and will return back when the economy picks up
Example Air BnB
Showcasing the Leader's vulnerability - by highlight the challenges and need for restructure
Mental health Support 
Job support - Alumni placement teams
Allow the staff to keep their Laptop

Retaining of Talent
Provide value at every point that is important to them
Give them direction and exemplify the values of the company
Attraction is everyone's role, Not HR - Everyone is a talent ambassador

For a in-house recruiter, it is important to be sure about your company's value proposition and work on it. Do not borrow whatever is in trend, because the identity of the company needs to be similar to the experience as the one promised. 

Her own experience
Inculcate the culture that everyone is an ambassador so they will desire to share about the cool things they do in their way anywhere and everywhere 
Government Sector: *Serving the Public Good selflessly
Employees are encouraged to write on government service blog to discuss about issues
Get opportunities to speak at conferences and to share their experience 
Different learning Platforms to encourage continuous learning
Leading Chapters of their interest related to Public Good

Some questions that was asked: 
I have worked before in both European MNCs and local SMEs. As a HR Partner, how do we actually push for such cultural changes as SMEs owners don't see the need to change due to cost. Also, if main company is located in Japan (Asian Culture where input = output), how does HR come into the picture to drive such changes like digital workforce and output drive. Because these are all deeply sedated culture issues.
- User Insight : Lobby them for 6 to 12 months ( Showcase that its a crucial issue and in the long run will bring about cost savings)

With almost every company looking to hire within the same talent pool, what are some suggestions that smaller companies can look at to better compete in attracting and hiring their talents against their bigger competitors?
- MNCs and SMEs have their own pros and cons.
- MNCs are able to provide Accelerated learning - resources and good practices - however the employees are usually constrained into main tracks - where they re usually hired for specific domains and to move to different functions will face certain resistance.
- Value proposition for SMEs- one is allowed to pivot across domains and have direct connection to bosses

Staying ahead of the technology curve discussion
For most SME, there is no budget, No headcount to quantify the cost spent (investment dollars). One struggles to get the leads to embrace change and get the buy in 
Understanding the solutions
Removing the transaction stuff- streamline process- digitization -
building the business case:  man hour saved - how much business can we generate; employee experience ; improving productivity in the employee perspective 

Where do I start for the HR Transformation Journey
1. Ask the business heads and HR Team, what is the critical and pain point in the business right now? How do I get the right tech without minimal disruption to the current system? What is taking your time most? 
Example, if retention, what tech ? Example to increase engagement so outreach is greater. 
2. Diagnostic tools - pressing needs. 
3. Look around see what companies have done. HR Tech Market Map 2020. 
Talent Acquisition - Applicant Tracking System, Sourcing, Screening
Human Resource Management System - Enterprise, SMBs
Talent Engagement -  Employee Communication, Onboarding, Performance Management 
Talent Development - Coaching and mentoring, competency Management
Talent Operations - HR Automation and Bots, Payroll
Talent rewards - Benefits, Wellness,Compensation Management
Talent Analytics 
Talent Planning

HR Technology usage examples
Talent Acquisition- Blast messages to the people related to your role
Onboarding starts before people start work
An example a nudge to manager, reminding them if they have you gone through this and this 
Tools to increase productivity - right information at the right time to the right person at the fastest time - platform - enterprise platform facebook workplace ?
face to face- tool to structure the question and answer 
what kind of communication tools are you using - a technology to link up communication tools with your employee tools example, struggles with having to log onto multiple tools to approve different processes, like leave and procurement

Challenges in HR Landscape
- Digitization - how do we be smarter in doing work
- Questioning - people requiring more answers and direction
Future ready workforce: How do we become more creative with resources; how to help the employees learn, how do you ensure job fit (reskilling)

What and who holds the key to the succession of Family Businesses

According to Harvard Business Review dated on 8th May

Is the Next Generation of Your Family Business Entrepreneurial Enough?

Some points which I have my thoughts and questions on. My points will be based on SMEs (small medium enterprises) who are doing their best to survive and if you are someone who entered the business because your parents are getting old, or the parents asked them into the business, or you just felt it was your responsibility to take over. 

I would think it is very different for someone who worked outside for many years and decided that they have interest in what the family business is doing and has entrepreneurial plans for it.  Because it is like them already explored the world and this is the choice they personally made. 

Which my personal take is the best way for a family business to survive.

It addresses a few points

great secret of business families is that they persistently promote the entrepreneurial spirit that led to their initial success.combination of ambition, sheer will, and the willingness to take calculated risks.on the tenets of entrepreneurial drive and diversification.

Question would be does the child have the entrepreneurial drive or interest in this area of business? Does it differ from business to business -  if its a product that can be passed on (e.g. food, commodity etc), its totally different from that of one who passes down a service, ain't it? With the advent of technology and systems, services can be replaced in a wink of an eye, and sheer will and ambition probably would not aid in it, but instead a dabble in technology, then again do they have the expertise to manage it, and is this considered a calculated risk? 

But doing that well is not easy, and there are multiple challenges to navigate along the way.Many family businesses are built around the legend of the entrepreneurial founder who persevered in the face of adversity.instill the drive required to nurture those values generation after generation.

1. Share the hard reality.

humanize the founder’s story, perhaps by describing a time when they had to go without during a particularly tumultuous period for the business, so that the next generation can relate to and learn from the founder’s experience. Dining table conversations are some of the most valuable opportunities business families have to exchange ideas with each other.The family members leading the business should talk with the next generation about what’s hard, how you are making decisions, and what doesn’t go well.

I am not too sure if this founder legacy story still is valid in the context of the current world. It depends on its relevancy. And by sharing how one went through its difficult moment in the past, would not help but instead have an opposite effect of being frustrating. But it extends a sense of comparison - and prideful effect - instead of empathizing and offering helpful advice. Instead with the expertise of what they have gone through, maybe they should review the current trend and market and have a healthy conversation on which areas are good to explore. And to suggest doing business conversations at the dining table is the worse ever. Dinner is for families to relax and just talk about random things or just bask in the comfort of each other and food. Also one point to note is that founders are usually very prideful creatures, but yes they founded and built the business to what it is, but if you are keen to groom the next generation, maybe hearing from them their concerns and listening then responding align with the concerns, rather than give an answer, or list other examples of successful family businesses whose children manage to turn around the business, in summary not listening to the concern and working together as a family but instead demoralizing them further by pinpointing their inadequacies. I think empathy is very important, because after all everyone has the business at heart, its important to acknowledge that. Everyone contributes in one way or the other.  

In Summary for founders:

1. Open conversations with your children who are taking over

- Sympathizing with their concerns 

2. Be Encouraging

- Explore their thoughts and use words like " Oh I came across,... Do you think its possible..." 

3. Keep business talk out of Dining conversations

There is a time for it. And its not during eating time. There are other areas in their life that is worth talking about. 

4. Stop talking about olden times and your success. Times are different. 

5. Stop talking about the success of other business and their children. Unless its some idea that is worth exploring. Do it gently and do it kindly. No one deserves to be criticized when one is already trying their best. Appreciate them. 

In summary for the children:

1. Prepare yourself for open conversations with the mindset to share and learn

2. Give mutual respect

3. Acknowledge your parents concerns as well

2. Test for viability

Indulging every half-baked idea that a budding entrepreneur has will not help them — or the business — in the long run. Ask smart questions and require well thought-out answers submitted through a clear process with appropriate deadlines. Hold ideas up to a “public standard” to see if they could attract outside interest. And if appropriate, have these would-be entrepreneurs pitch their ideas to outside venture capital firms — for the experience, if nothing else.

This I agree. And have heard of fellow peers who took over their family businesses. That every idea given is shot down. And they feel unappreciated. And have heard from the other side , the parents whom had their children entering the business. I would just say its all about the perspectives. For children entering the business, coming from a university education, where we are thought about business models, diversification and to always have new ideas and to propose them. That's how we feel we can value add. But we forgot. That's based on big corporations who have excess cash and also sufficient manpower to play around with. And that's why the parents always complain. They feel the children should get their hands dirty in the business, know what the business is about, then come to them with such suggestions. In short, either be that extra manpower to ease their load or earn some money and you can use the money you earn to do whatever you want. But first earn that money. 

And we can see both parties are not wrong. Its important to learn the dynamics of the business because not every investment is suitable for every business, and its only by knowing the dynamics of the business that one can facilitate changes and sustain the change or the growth. But for us whom many companies have also complained about us being impatient and wanting to see results, I think it boils down to our confidence in our identity and that what we do or achieve is not our identity. We must be flexible, learn to be patient and calibrate our actions and its cost/consequences and learn through the process.  

In summary for founders:

1. Give the child options to explore

2. Do not be harsh, but explain gently the rationale behind your thinking. Do not just say No or use harsh words which is usually the case.

In summary for children:

1. Get into the business, learn the dynamics

2. Come up with a solution that starts with a small project with minimal budget to prove the theory that it works

3. Source budget externally or maybe do a startup your own and incorporate it into the business eventually

3. Give “boosts” without micromanaging.

One of the biggest challenges for successful entrepreneurs who have built tremendous businesses is how to mentor their next generation without taking over. How do you balance giving the next generation enough guidance so that they can learn from your mistakes — but not so much that they dismiss all advice outright? Consider establishing a policy for yourself about the topics on which you will provide unsolicited advice, and those where you will not. Done effectively, a transfer of knowledge can carve years off of a new business’s development time and increase its likelihood of success. Done poorly, it can damage family relations if both sides are not clear on what would be valued and well-received.

4. Give an intrapreneur some breathing room.

Some of the best visionaries we know made their mark within an existing family business. Because they have the benefit of learning the lessons from the generation before them, they’re able to capitalize on that advantage by applying it to evolving market trends — putting the business at the forefront of a new market. If you have a promising intrapreneur, make sure to give them room to test out their ideas, to learn, and to grow — even if it’s not exactly how you would do it personally. Next generation intrapreneurs are often reacting to different market cues than what worked in prior generations. Stoke their talent and interests. It will ultimately be a boon to the family business if the next generation is engaged, driven, hungry, and enabled to create something of their own.

This brings me to another conversation I had with a family business child and parent. On how her child was unable to get the same outcome as her, despite using the same words, and  gets frustrated with the child, which then leads to the child feeling even smaller. And making it worst, the child is no longer a child. Its an adult who is finding its footing in the world. Founders do not realize how networks are so ingrained in them, and that it is difficult to duplicate, and hence the success of the child in the company, is when they form their own business networks and form connections with them. They are thankful for the foundation networks that can sustain the business, but they cannot help but feel the clients always see them as a child of the founder, and compares them all the time. And the issue is many founders blames failure or lost deals on the child, which is also happening in the real world, but the emotional connection between a parent and a child, has a more detrimental effect. In the real world, there is an option to resign, or just heck care, but in a family business, it affects the relationship and any opinion goes straight to the heart, bearing scars which even if healed, is still a scar, and there is no option to resign.  

In summary for founders:

1. Encourage them when they fail. That's what good managers do in the outside world. Not pacify them. But for them to fail and reflect with them on why. I understand its difficult because every revenue is a lifeline for the business,but still the long term benefits will be evident. 

In summary for children:

1. Embrace every identity from every network. You cannot control what others think but you can control how you think. 

These principles highlight how important it is to find the balance between offering wisdom and dictating how something must be done so that you stoke the next generation’s entrepreneurial fire. No matter how great the founding idea or business is, it cannot last indefinitely. Business families need fresh infusions of entrepreneurial drive and passion to adapt to changing environments, so they continue to thrive. And individuals need to test their own mettle and be driven to succeed on their own for their own sense of self-worth.

Perhaps most importantly, don’t be afraid to fail. Failure is only a tragedy if it’s a destination rather than a step along the journey. As tempting as it may be to have a safety net always in place, it can be more of a hindrance than a benefit to individual development and entrepreneurial drive in the long-term. Allow your next generation the space to take risks, to fall down, to fail. And if failure does occur, encourage them to learn from their mistakes, to recover, and to chart a new course.

My belief is life is journey for us to learn and explore. Its okay to try and fail, but always remember to stand up again and chart a new course. There is a fear to fail because of expectations of people or on yourself. or that lost of status tag to success or your identity that you hold so tightly to, but  working outside or in your family business, life is a gift to enjoy. Do your best and be thankful.

As to whether we are where we are suppose to be, and why isn't the business working out how it should be, no one, even big companies, has the exact answers. Focus on the strengths of the business and see whether its viable, keep working hard, be thankful and keep learning and exploring. Every opportunity is an open door. 

Good Experiment

For one seasoned entrepreneur we know, the idea of failure was as prized as the idea of success. He put together a collective fund for his six children to invest in entrepreneurial pursuits with no rules or strings, just a “training ground.”  The next generation was astonished by the degree of trust he had in them. They promptly divvied up the fund into seven equal shares, one for each of them and the last for a joint venture later. Absent any structure or guidance, each stumbled in their own entrepreneurial attempt, all of which differed wildly (space rockets, surgical robots, a brew pub, and commercial real estate, to name a few).

Instead of getting mad when his children sheepishly reported their losses, the father asked what they learned in the process. Once the siblings peeled apart the lessons they learned individually, their combined experience led them to invest what was left in the fund in an innovative medical device, which turned out to be a success. Both generations agreed that losing money was painful, but ultimately it was also the best investment they ever made because they learned how to fail, recover, and work together. The experience and wisdom they gained navigating those hardships was worth its weight in gold, and has been especially useful during difficult economic times like the one we’re having today.

Netflix Documentary review: Footprints- The path of your life

Awesome show for one to reflect on life

Here are the lines from the documentary /Movie

But learning to walk was not the most difficult challenge in my life

The greatest effort was in learning to direct my steps

What is the best path for me

Where have I come from

Where am I going

When faced with pain

there is a sort of temptation

which leads us to be self-centered

poor me look how pitiful I am 

its the kind of situation where its always about me

But its by enduring the pain, to rise above it, that makes the person be able to walk further

In a world where sacrificing in the name of love doesn't exist

will it be a better world?

You might fail a couple of times

But if you keep standing up

you will succeed one of the days

I lighten my load

and i realized I can live very well with what I still have 

There is joy in simplicity

you realize how attached we are to unimportant things in our life

which take up so much space in our lives and hearts

And we think we can't live without them

In life sometimes we have alot of things in life that we don't need

that can be distractions and also unnecessary

Sometimes life itself gets in our ways and makes us stop

even when we don't want it to

how am i suppose to react that I am not as strong 

as i want to or imagine myself to be

Now you get all the feelings to be angry and disappointed

But sometimes you have to have that sense of vulnerability

and lean on others for help 

what good is it to reach our goal

if we don't learn to walk alongside with those who are weaker

Live as brothers and sisters

Look where you are

at the peaks at the valleys

He has made the beauty for us 

Enjoy what God has provided for us

In the silence

Hear

then you will begin to notice the things in your heart

Empowerment

I wanted to stop because I was thinking of myself

But I started thinking 

what would be good for the group as a whole

Its a sense of knowing 

we are united as one, pushing and encouraging each other

Learn to work with each other

To help each other grow

The way we are to take is clearly marked 

but if we let ourselves be seduced by short cuts

The more lost we become

The stronger i thought they made me only brought on my true weakness

The more I ran The less I found peace 

because I was running in the wrong direction

I was disorientated. I was lost.

But everything changed. And I no longer walk alone anymore.

I believe in you

and you should believe in yourself

focus on your blessings

Know your worth

Make conscious decision to wake up

And make the day the best day ever

Post 1: Circuit Breaker Singapore #30 Who am I and What do I want to be

7th April.The first Day of Circuit Breaker in Singapore.

And now its 6th May
Marking the one month of staying at home the best I can +

Got inspired by my SSEAYP friend Geraldine about detailing her time spent and reflections during this circuit breaker period, here are my reflections.

And the question comes back to am I where I am suppose to be? What do I do to survive. And whether its how we should be. Looking to survive life? Or Appreciating the gift of life?

Business: Lets start with the webinar Im listening now on how COVID-19 has impacted your business and how you rethink your business. This has been a question I have been pondering about with digitization and systems infiltration for my industry that I begin to doubt my existence and the need for us. 
What are the gaps I am suppose to fill? Could it be done better?
What are the areas I have done well and have been a blessing to?

Experiences in life: 
What can we do with our life? What have been blessed with? Is it for us to enjoy or to share the blessings?  
What else do I want to do, that I will regret not doing? 
What are my spiritual gifts? 
What experience can you share with others to encourage and support?
What else do I want to learn?

Relationship: Who are important to us? Have we spend time where it should be? Have we forgiven? Have we love?

I always envy the people God gives a clear direction to because its like answering the call every day of their life. Where they are given an open door and given a free pass. And I struggle with the thought of my thoughts. Of unknown choices. Fearful of the voices which could be my own and not that of God. Fearful of the wrong choices. 
But I got reminded God is sovereign. He gives you choices and there are no one way, its through the choices and your faith that he slowly reveals to you, like a present during all seasons, that's how good God is. 
But we all want the worldly benefits. The riches. The fame. The recognition. The success. 
And that's what clouds our mind, egging on the fears and worries. 
And we forget the precious gifts God gave us.
Time and Good Health. 
Appreciate the opportunities, Appreciate the ability to make choices, Appreciate you are given the seasons in life.