Executive Culture Coach at Blue Agile GmbH | Empowering leaders to foster a culture of excellence and innovation through coaching executives, enabling teams to surpass their potential and achieve remarkable results.

I’m Eva Gysling, a three-time Olympic swimmer and executive/team leader with 35+ years in complex organisations. I know real pressure - on the starting block and in the boardroom - and how much potential gets wasted when culture is left to chance, systems are poorly designed, and leadership behaviour goes unchallenged.

My work sits where Olympic mindset, executive leadership, culture and corporate mental health meet. Burnout isn’t an individual weakness, and “tough” leadership doesn’t justify daily micro-suffering - especially when it’s driven by bad behaviour. High performance without psychological safety is a contradiction. If people pay with health or dignity, it’s not performance, it’s system failure and a culture problem.

That’s why I created The Executive Edge - ASPIRE: a clear six-module framework for senior leaders who build healthy high-performance cultures on purpose. ASPIRE turns intent into standards, rituals and tools across:

• Pressure design
• Accountability
• Resilience
• Strategic agility
• Team confidence
• Culture anchoring

Purpose:
Design pressure, behaviour and collaboration so people can deliver ambitious results while staying healthy, respected and appreciated.

Who I work with (DACH)
• Senior leaders in tech, healthcare and other disruptive environments (and their leadership teams)
• People & Culture / HR leaders responsible for culture, mental health and leadership quality
• Interprofessional bridge leaders (Product, IT, Ops, Clinical/Service) living in the friction between silos
• Selected consultants, coaches and executive-education partners who want an Olympic-tested, tool-rich system to plug into their work

Together, we redesign how pressure, workload, behaviour, collaboration and culture are handled so leaders don’t have to choose between results and system health.

What I don’t do:
I don’t train people to “be more resilient” so they can tolerate the intolerable. No glossy wellbeing without accountability. No treating bad leadership as a private issue. Psychological safety is infrastructure, non-negotiable, measurable, and owned.

What working with me feels like:
Calm under pressure; direct, respectful and appreciative; Olympic-level standards with high respect for people. We install small, robust rituals/behaviors that hold when things get tough: clearer decisions, fairer load, healthier teams, and more honest collaboration. Proof, not slogans.

If this sounds like your world, let’s explore whether ASPIRE can help you build the healthy high-performance culture you actually want to own.

Eva Gysling, OLY

Most people remember one leader from their career.
Not the title → The feeling...

That feeling came from:
→ being trusted early.
→ before confidence felt solid.
→ before everything was figured out.

And also sometimes...

✅ A responsibility handed over sooner than expected.
✅ A decision made without someone stepping in.
✅ Support shown publicly when things got uncomfortable.

Those moments stay.

↳ They change how people think about themselves.
↳ They stop waiting for permission.
↳ They start taking responsibility.

This is where leadership actually shows up.

Power moves work forward in the moment.

Empowerment builds people who move work forward again and again.

That difference compounds over time.

- People think deeper.
- They own outcomes.
- They solve problems without being asked.

And eventually:

+ Teams become stronger.
+ Cultures become clearer.
+ Results stop depending on one person.

Leadership scales through the people around it.

The strongest leaders understand this.
Their focus shifts from control to capability.
From directing work to developing judgment.

The impact lasts longer than any role or title.

Leadership shows up in the people who grow under it.
That’s how leaders become great.

Repost now with others
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3x Olympian | Executive Sparring Partner for Senior Leaders in D-A-CH | The Executive Edge - ASPIRE: High performance that protects people’s health and dignity

You don’t need more time.

You need fewer decisions.

Most people exhaust themselves
deciding what to do next.

That’s not productivity.
That’s friction.

Here’s my personal blueprint for focus and flow - simple, practical, repeatable:

1️⃣ The Anchor Task
Forget the endless to-do list.

Pick one non-negotiable task each day.
Finish it and the day counts.

Everything else is extra.

2️⃣ Energy Mapping
Stop managing hours.

Start managing energy.

High energy → deep, creative work.
Low energy → admin, emails, chores.

Match the task to your state, not the clock.

3️⃣ The 2-Minute Rule
If it takes under 120 seconds, do it now.

Tiny tasks create invisible stress.
This clears it before it stacks.

4️⃣ Digital Fortressing
Focus is a finite resource.

Treat it like one.

Phone in another room.
Messages checked at set times.

Constant availability is not a performance metric.

5️⃣ The “Clear the Deck” Ritual
End the day on purpose.

Last 10 minutes:
– Tidy your space
– Close the tabs
– Write tomorrow’s Anchor Task

Future-you starts calm, not behind.

Time management isn’t about control.

It’s about design.

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I help CEOs and leaders build AI-ready cultures that drive measurable results.

𝐀𝐮𝐭𝐡𝐨𝐫 𝐨𝐟 𝐑𝐞𝐢𝐧𝐯𝐞𝐧𝐭 4.0 | 𝐅𝐨𝐮𝐧𝐝𝐞𝐫 𝐨𝐟 𝐂𝐨𝐚𝐜𝐡 𝐀𝐝𝐝𝐲.𝐀𝐈 | 25+ years building high-performance teams at M1, HSBC, UOB, Standard Chartered

𝐓𝐡𝐞 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐅𝐚𝐜𝐞 𝐓𝐨𝐝𝐚𝐲 - 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐚𝐬 𝐮𝐬𝐮𝐚𝐥 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐚𝐧 𝐨𝐩𝐭𝐢𝐨𝐧.
•	Leaders face mounting pressure to deliver results in an AI-disrupted world
•	Organizations struggle to stay ahead of digital competitors
•	Teams need new skills but don't know where to start

𝐇𝐨𝐰 𝐈 𝐇𝐞𝐥𝐩
𝐌𝐲 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡: I design evidence-based learning journeys that are stackable, scalable, & sustainable. Each program is immersive & builds on the last, creating lasting transformation rather than one-time events.

𝐌𝐲 𝐟𝐨𝐜𝐮𝐬: Helping organizations find 𝐭𝐡𝐞 𝐬𝐰𝐞𝐞𝐭 𝐬𝐩𝐨𝐭 𝐛𝐞𝐭𝐰𝐞𝐞𝐧 𝐡𝐢𝐠𝐡 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐩𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐚𝐟𝐞𝐭𝐲 - where teams deliver exceptional results while feeling empowered to innovate and take risks.

Drawing from 25+ years of leadership experience across telco and banking industries, I've built teams that consistently deliver results in high-trust environments.

𝐌𝐲 𝐑𝐄𝐈𝐍𝐕𝐄𝐍𝐓™ 𝐌𝐞𝐭𝐡𝐨𝐝𝐨𝐥𝐨𝐠𝐲
Through my proven REINVENT™ framework, I help leaders & organizations develop a 𝐧𝐞𝐰 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐧𝐠 𝐬𝐲𝐬𝐭𝐞𝐦 for the AI era:

•	𝐑𝐞𝐢𝐧𝐯𝐞𝐧𝐭 their leadership approach for the AI era
•.      𝐑𝐞𝐯𝐞𝐚𝐥 hidden talents and authentic voices within their team
•	𝐑𝐞𝐟𝐢𝐧𝐞 cultures that attract, develop, and retain top talent

The result? Leaders who are equipped to navigate change & teams that deliver exceptional results.

𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬 & 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬
𝐑𝐄𝐈𝐍𝐕𝐄𝐍𝐓™ 𝐅𝐨𝐫 𝐒𝐮𝐜𝐜𝐞𝐬𝐬  - Executive coaching and leadership development workshops
𝐓𝐞𝐚𝐦 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐨𝐫™ - Transform your team's performance & collaboration 
𝐋𝐢𝐟𝐞 2.0 𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐨𝐫™ - Help professionals unlock their next chapter & navigate career transitions
𝐊𝐞𝐲𝐧𝐨𝐭𝐞 𝐒𝐩𝐞𝐚𝐤𝐢𝐧𝐠- Future of Work, Leadership 5.0, Career Navigation in the AI age

𝐖𝐡𝐲 𝐖𝐨𝐫𝐤 𝐖𝐢𝐭𝐡 𝐌𝐞?
✅️ICF Professional Certified Coach & Transformative Master Coach
✅️Certified Organisation Systemic Team Coach
✅️Certified Behavioural Coach (D.I.S.C)
✅️Certified Gallup Strengths Coach
✅️ Soundwave Global Coach & Zenger Folkman Certified Coach 

𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐘𝐨𝐮𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩?
DM me if you are ready to reinvent for success.

Adeline Tiah

In 2026, your role will either be elevated by AI or eliminated by AI.

I chose to elevate mine.

Glad to share I have launched Coach Addy AI - an AI coaching tool I created to scale the work I do with leaders and teams.

AI is disrupting everything.
But disruption isn't a threat - it's a doorway to what's possible.

Coach Addy isn't replacing me.

It's supporting my clients between sessions - giving them a place to reflect, work through challenges, and keep momentum when I'm not in the room with them.

Coach Addy handles the repetition and scale. While I continue on my coach mastery journey.

That frees me to focus on the deeper work with leaders - the conversations that require human insight, intuition, and presence.

Coach Addy AI is trained on every framework I'm certified in to augment what I do.

This isn't about efficiency. It's about sustainability and more value for my clients.

In the new world of work, there is no place for mediocrity and complacency.

The best career guidance doesn't come from manuals. 
It comes from people who've walked the path and are willing to share it.

That's the power of mentoring.

That's why I'm thrilled to have just conducted a series mentoring workshop last week, for NCS Group, supporting their inaugural tech mentoring program - a CSR initiative that matters.

Working with MentorsHub, we brought 10 years of mentoring know-how to help their mentors make a real difference.

Mentoring isn't just about knowledge transfer. It's about expanding perspectives building confidence, and reminding someone they're capable of more than they think.

Watching mentors light up when they realize the impact they can have?  That's always gratifying.

Here's to more organizations investing in the kind of human connection that no AI can replace.

If your organization is looking to launch a mentoring program, reach out to me or MentorsHub 

Let's talk about how we can support your people to grow.

Thank you En Yeow Wang & Jayne Leow for trusting MentorsHub to support your journey.

Your skills don't expire when you hand in your staff badge.

When I left corporate in 2022, people assumed I was winding down.
"You've earned your rest," they said.

But I wasn't interested in a life of permanent leisure.
High-tea gets boring (after some time)
Neither do I want to travel every other month.
Nor do I want to be chasing more money and work.

I didn't want to retire. 
I wanted to reinvent - repurpose my skills.
I wanted to do more impactful work -  work that matters.

Here is the lesson many leaders miss when they leave the corporate track:

You aren't starting from scratch. 
You are simply solving a different set of problems with the same high-level toolkit.

I took 20 years of corporate strategy and leadership experience, but I changed the scorecard.

Instead of chasing KPIs and Effie Awards (marketing wins), I’m using those same skills to build psychological safety in teams.

The skills are the same. 
The application is different.
And the satisfaction? 
It lasts longer.

Getting a message from a client saying, "Thank you for addressing the elephant in the room," hits harder than any corporate award I’ve won.

Leaving corporate isn't about losing your identity.
It’s about gaining autonomy over where you apply it.

This work is harder than my corporate job because I set the bar.
But I’m learning because I “want” to, not because of a competency framework.

If you are looking at life after corporate, remember this:
The best work of your life might actually start after 50.

It’s not just about living longer. It’s about “Joyspan”

Thriving longer. 
Doing work that matters.

Retirement can wait. 
Reinvention can't.

What skills are you ready to repurpose?

Follow Adeline Tiah for content on reinvention and the future of work.

Photo credit Lance Foo at NCS in 2024! How time flies!

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In the last 6 months, I've been working with leaders and teams across different organizations. 

The conversations revealed something critical: we're at an inflection point.

And 2026 will see the greatest inflection point in our lifetime.

AI is advancing rapidly. Demographics are shifting. Economic uncertainty is mounting. 
The urgency to reinvent is real.

Systems need to change. 
Mindsets need to change. 
Leaders need to drive the change. 
People on the ground need to learn how to ride the wave.

But there's a disconnect and it's showing up in five critical ways that leaders will face in 2026.

Here's what I'm seeing on the 2026 workplace trends and what they mean for organisations serious about transformation. #bigideas2026

1. The Manager Crisis 

Manager engagement collapsed to a 4-year low, costing $438B globally. 56% never received management training.

2. The Trust Gap Employees now trust AI more than their managers for fair decisions. 
That's not about technology; it's about broken trust.

3. The Expertise Extinction 

Senior workers retire while AI eliminates entry-level learning paths. 
The knowledge gap is widening very fast.

4. The Psychological Safety Collapse 

Layoffs created survival mode. 
Job-hugging and turf protection are killing the innovation you desperately need.

5. The Multi-Generational Reality 

Three generations, completely different needs. Your one-size-fits-all approach isn't working.

In uncertain times, competitive advantage comes from getting the people fundamentals right.

I've written a detailed analysis of each trend and what leaders can do to close the gap between where they are and where they need to be.

Read the full article here.👇

What's the biggest disconnect you're seeing in your organization?

Follow Adeline Tiah for more content on reinvention and future of work.

In the last 6 months, I have been approached by organisations to work with their leaders and teams. The conversations gave me deeper insights into wha

Open article: Five Workplace Trends Leaders Can't Ignore in 2026 by Adeline Tiah • 5 min read

Five Workplace Trends Leaders Can't Ignore in 2026

Experience taught me what's possible.

Twenty years ago, I took the CliftonStrengths assessment as part of my bank's leadership program.

The insights changed how I worked.

I stopped trying to fix my gaps and started leaning into my talents.

I operated differently. 
Better.

Years later, when I built my own team, I had them all complete the assessment.

The results:
✅ Better collaboration.
✅ Higher engagement.
✅ Stronger performance.
✅ People found more joy in their work.

That experience shaped everything I do today as a coach and trainer.

I've been in the leader's seat. I know what it takes to shift a culture.


Last year, I worked with several teams across one organization on their strengths.

The awareness is powerful.
But awareness alone doesn't move the needle.

Real change starts when leadership goes first.

When they build a shared language.

When they model strengths-based collaboration.

This month, I'm back with that organisation. This time working with the leadership teams. Creating cultures where high performance and joy aren't trade-offs.

Where people thrive because they're working from their strengths, not against them.

What I truly believe in:

Culture change flows from the top.

When leaders understand their collective strengths and use them to work better together, the whole organisation follows.

When they are equipped to have strengths-based performance development conversations - this is where high performance and joy co-exist.

Today, I lean into my top strengths

💪🏼Significance: to create impact in organizations.

 💪🏼Focus: building teams that perform and feel good doing it.

Because I've lived it, I know it's possible.

If you are looking to build high performance and highly engaged team, let's talk.

Follow Adeline Tiah for more content on leadership and reinvention.

I have a serious addiction. To books.  (Thankfully)
And I'm not seeking recovery. 

Reading always gives me fresh insights, new ideas and frameworks that keep me growing. 

And is extremely helpful in the work I do with organisations.

In the new year, I just finished Seth Godin's "The Practice". 

This book comprises of 219 ideas on how you can continue to deliver excellent work. 

The main idea of the book: Creative work isn't about talent or genius moments. It's about showing up every day and doing the work, whether you feel like it or not.

The "practice" means committing to your creative process without attachment to outcomes. 

You can't control if people will like your work, but you can control whether you show up.

Here's some nuggets from his book:

𝗚𝗼𝗱𝗶𝗻'𝘀 𝗿𝗼𝗮𝗱𝗺𝗮𝗽 𝗳𝗼𝗿 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗲 𝘄𝗼𝗿𝗸:

• Postpone gratification (the long game wins)
• Embrace generosity (give without keeping score)
• Dance with fear (it means you care)
• Be paranoid about mediocrity (good enough rarely is)
• Avoid certainty (it kills creativity)
  
𝗪𝗵𝗮𝘁 𝗴𝗲𝘁𝘀 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗮𝘆:

• Waiting for perfect conditions
• Needing guaranteed success before you start
• Fear of judgment
• Comparing yourself to others
• Wanting instant results
  
𝗛𝗶𝘀 𝗮𝗿𝗴𝘂𝗺𝗲𝗻𝘁: Professionals don't wait for inspiration. They have a process and they follow it. The work creates the momentum, not the other way around.

𝗧𝗵𝗲 𝘀𝗵𝗶𝗳𝘁 𝘁𝗵𝗮𝘁 𝗚𝗼𝗱𝗶𝗻 𝘀𝗵𝗮𝗿𝗲𝗱: Stop asking "Will this work?" Start asking "Is this generous? Does this serve the audience I want to serve?"

When you focus on serving others instead of protecting yourself, creative blocks dissolve.


♻️ Share what is a good book you have read. Am always looking for recommendations.


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We are recruiting for volunteers! If you are passionate about making an impact, committed to serve and be part of a strong mentoring community do apply to be part of this movement!

This is your opportunity to pay it forward and build your portfolio of experience as well.

Fractional CMO | Scaling Service Brands to $100k+ Without More Content or Ad Spend | Fixing the “Leaky Pipes” in Your Funnel | Conversion Architect | Ex-Googler

We’ve spent years building the foundation. Now, we need the architects for the future. 🚀

MentorsHub began with a bold mission: to inspire young adults to lead purposeful lives through pro bono mentorship and coaching. We didn't just want to give advice; we wanted to build a community where students and young professionals find their "North Star".

Today, we are at an exciting turning point. With over 400 mentees having journeyed through our programs, we are launching MentorsHub 2.0 — and we are appointing a new cohort of Volunteer Ambassadors to lead the charge.

The Appointment: Lead one of 5 key Ambassador Tracks

🎨 Marketing: Drive social storytelling and campaigns to attract the next wave of mentees. 
🖥 Operations: Join the Automation Taskforce to build the systems that scale our impact. 
💰 Treasury: Lead financial analysis and reporting in a high-growth non-profit environment. 
🤝 Partnerships: Design strategies to deepen connections across our community of mentors and alumni. 
📢 Fundraising: Research CSR initiatives and secure the resources that keep our mission pro bono.

The Ambassador Advantage:
✅ Access: Direct mentorship from our community of professional coaches and industry leaders
✅ Legacy: Don't just follow a process — build one. Your work shapes the future of MH. 

⏳ THE SELECTION IS OPEN. We aren't looking for the "most qualified" on paper — we are looking for those with the heart to serve and the hunger to grow.

Ready to represent the future of mentoring? Sign up now 👉 https://lnkd.in/gVRBM3bc

#YouthLeadership #Mentorship #MentorsHub #VolunteerAmbassador #SingaporeYouth #LeadGrowImpact

Dr Candice Chee Dr. Candice Goh Dr. Kenneth Tan Jarod Ong Andre Siregar Adeline Tiah Janice Hong Chee Ming Chai Tricia Tan Manas Joshi Zhi Liang Lam Lehui NEO 梁乐晖 Hensley Chong Abdullah Khurshid Melissa Law Simon Dale 

https://lnkd.in/gSQBJFZC

Most people discuss psychological safety in a vacuum. 

Is "Psychological Safety" actually compatible with "Corporate Reality"?

The corporate reality - messy P&L pressure, bonuses, performance measurement.

Let's look at the structural reality of most large organisations:

1. Siloed KPIs: Marketing needs X, Sales needs Y. Often, for me to win, you have to lose.

2. Individual Bonuses: We say "Teamwork," but we pay for individual performance.

3. The Bell Curve:  In many companies, there is a forced ranking. Only a certain % can get an "A". This naturally breeds competition, not collaboration.

4. Quarterly Pressure: When the numbers are down, the "safety" to fail often disappears overnight.

In an environment designed around competition and high-stakes performance, is asking for "100% Psychological Safety" a pipe dream?

I’m curious to hear from those in the trenches.

In a high-pressure corporate environment, is true psychological safety possible?

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗵𝗼 𝘄𝗶𝗹𝗹 𝘁𝗵𝗿𝗶𝘃𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗱𝗲𝗰𝗮𝗱𝗲 𝘄𝗼𝗻'𝘁 𝗯𝗲 𝘁𝗵𝗲 𝗱𝗲𝗲𝗽𝗲𝘀𝘁 𝗲𝘅𝗽𝗲𝗿𝘁𝘀 𝗶𝗻 𝗼𝗻𝗲 𝗳𝗶𝗲𝗹𝗱.
They'll be T-shaped.

𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗮𝘁 𝗺𝗲𝗮𝗻?
Deep expertise in one area (the vertical line of the T) + the ability to borrow ideas across completely different domains (the horizontal line).

𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗻𝗼𝘄:
The challenges we're facing don't fit neatly into one discipline anymore. AI isn't just a tech problem. Culture isn't just an HR issue. Customer experience isn't just marketing's job.

Here's some examples of best solutions at the intersections:
• Airlines borrowed hospitality practices to transform customer experience
• Hospitals adopted lean manufacturing principles to reduce medical errors
• Banks studied gaming design to boost user engagement

Leaders who can spot what works in one field and apply it to another.

If you've been asking yourself: "How do I lead differently in this AI-driven world?"; I've got something for you.

I've just launched my masterclass on 𝗕𝗼𝗮𝗿𝗱𝗳𝗹𝗶𝘅 - the first on-demand learning platform built specifically for board directors and business leaders.

𝗪𝗵𝗮𝘁 𝘆𝗼𝘂 𝗴𝗲𝘁: 
✓ Bite-sized sessions you can access anytime 
✓ Reflection questions at the end of each module 
✓ Actionable strategies for leading in uncertain times 
✓ Plus access to content that prepares you to be board-ready

The first module has just dropped.
Use 𝗥𝗘𝗜𝗡𝗩𝗘𝗡𝗧𝟮𝟬 for the launch discount.

Check out the link to subscribe. 𝗵𝘁𝘁𝗽𝘀://𝗯𝗼𝗮𝗿𝗱𝗳𝗹𝗶𝘅.𝘀𝗴/ Boardflix. 

If you've been asking yourself "how do I lead differently in this AI-driven world?" - this is for you.

And if you are looking to prepare your team to lead for the future of work, do reach out to me to share more.

Follow 𝗔𝗱𝗲𝗹𝗶𝗻𝗲 𝗧𝗶𝗮𝗵 for stories on leadership, future of work and reinvention.

𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲 𝐢𝐬𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐚 "𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐭𝐡𝐢𝐧𝐠." 
𝐈𝐭’𝐬 𝐚 𝐏&𝐋 𝐭𝐡𝐢𝐧𝐠.

Last week, I asked a tough question in my poll: "In a high-pressure corporate environment, is true psychological safety actually possible?"

The results were telling:

👉 19% said "No, the system kills it."
👉 42% said "Only in pockets" or on a sliding scale.
👉 19% believe culture beats the system.

I hear the skepticism.

In a world of quarterly targets and individual bonuses, safety feels like a luxury we can't afford.  

𝐁𝐮𝐭 𝐭𝐡𝐞 𝐝𝐚𝐭𝐚 𝐩𝐫𝐨𝐯𝐞𝐬 𝐭𝐡𝐚𝐭 "𝐬𝐚𝐟𝐞𝐭𝐲" 𝐢𝐬 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐭𝐡𝐞 𝐞𝐧𝐠𝐢𝐧𝐞 𝐨𝐟 𝐩𝐫𝐨𝐟𝐢𝐭.


Look at the transformation of Microsoft.

When Satya Nadella took over in 2014, the culture was famously aggressive.
It was a culture of "know-it-alls" where proving you were the smartest person in the room was the goal. Innovation had stalled.

Nadella shifted the entire organization to a "Growth Mindset".
He created a culture of "learn-it-alls." He prioritized the safety to be wrong over the pressure to be perfect.

The result?

Since that cultural shift, Microsoft’s market capitalization has grown from roughly $300 billion to over $3 trillion.
They didn't just become nicer.
They became exponentially more profitable.

This aligns perfectly with Professor Amy Edmondson’s definition:
"𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐬𝐚𝐟𝐞𝐭𝐲 𝐢𝐬 𝐚 𝐛𝐞𝐥𝐢𝐞𝐟 𝐭𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐨𝐧'𝐭 𝐛𝐞 𝐩𝐮𝐧𝐢𝐬𝐡𝐞𝐝 𝐨𝐫 𝐡𝐮𝐦𝐢𝐥𝐢𝐚𝐭𝐞𝐝 𝐟𝐨𝐫 𝐬𝐩𝐞𝐚𝐤𝐢𝐧𝐠 𝐮𝐩 𝐰𝐢𝐭𝐡 𝐢𝐝𝐞𝐚𝐬, 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬, 𝐜𝐨𝐧𝐜𝐞𝐫𝐧𝐬, 𝐨𝐫 𝐦𝐢𝐬𝐭𝐚𝐤𝐞𝐬."

It is not about being "soft."

It is about the 𝐜𝐨𝐮𝐫𝐚𝐠𝐞 𝐭𝐨 𝐬𝐩𝐞𝐚𝐤 𝐮𝐩, 𝐭𝐡𝐞 𝐠𝐫𝐢𝐭 𝐭𝐨 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 𝐭𝐡𝐞 𝐬𝐭𝐚𝐭𝐮𝐬 𝐪𝐮𝐨, 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐠𝐫𝐢𝐭𝐲 𝐭𝐨 𝐚𝐝𝐦𝐢𝐭 𝐦𝐢𝐬𝐭𝐚𝐤𝐞𝐬 𝐞𝐚𝐫𝐥𝐲.

These are the exact traits that build high-performing teams.
This is my conviction.

I am on a mission to help leaders create those "pockets" of culture where people feel safe to speak up, so that they can be safe to scale up.

If you are a leader looking for a roadmap to start, I wrote an opinion piece for The Business Times  on exactly how to build this foundation.

𝗜𝗳 𝘆𝗼𝘂𝗿 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗵𝗮𝗱 𝘁𝗼 𝗿𝗲𝗶𝗻𝘃𝗲𝗻𝘁 𝗶𝘁𝘀𝗲𝗹𝗳 𝗳𝗿𝗼𝗺 𝘀𝗰𝗿𝗮𝘁𝗰𝗵 𝘁𝗼𝗱𝗮𝘆, 𝘄𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗸𝗲𝗲𝗽 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗹𝗲𝗮𝘃𝗲 𝗯𝗲𝗵𝗶𝗻𝗱?

That's the question I close my first module with on Boardflix.

It's uncomfortable. Most leaders I work with pause when they hear it. Because the honest answer is often: "We'd keep less than we think."

𝗔𝗰𝗰𝗼𝗿𝗱𝗶𝗻𝗴 𝘁𝗼 𝗣𝘄𝗖'𝘀 𝗹𝗮𝘁𝗲𝘀𝘁 𝗖𝗘𝗢 𝘀𝘂𝗿𝘃𝗲𝘆, 𝘁𝗼𝗽 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘁𝘄𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗺𝗼𝗱𝗲𝗹𝘀 𝗮𝗻𝘆𝗺𝗼𝗿𝗲 - 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗳𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝗹𝘆 𝗿𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝘁𝗵𝗲𝗺.

Not optimization. It is Reinvention.

Here's what I'm hearing: Companies are holding onto processes, structures, and ways of working that made sense five years ago but are now friction points. 
Legacy systems. Hierarchies built for control, not speed. 
Metrics that measure the wrong things.

The problem? We're trying to innovate using the operating system of the past.

𝗥𝗲𝗮𝗹 𝗿𝗲𝗶𝗻𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝗮𝘀𝗸𝘀 𝗵𝗮𝗿𝗱𝗲𝗿 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀:
• What if we couldn't hire more people? How would we work differently?
• What if our biggest competitor started today with zero baggage? What would they do that we can't?
• If we were designing our org chart today, would it look anything like this?
• If we disappeared tomorrow, who would actually miss us and why? (Relevance)
  
These aren't theoretical exercises anymore. AI is forcing every industry to answer them.

𝗧𝗵𝗶𝘀 𝗶𝘀 𝗲𝘅𝗮𝗰𝘁𝗹𝘆 𝘄𝗵𝗮𝘁 𝗜 𝗲𝘅𝗽𝗹𝗼𝗿𝗲 𝗶𝗻 𝗺𝘆 𝗺𝗮𝘀𝘁𝗲𝗿𝗰𝗹𝗮𝘀𝘀 𝗼𝗻 𝗕𝗼𝗮𝗿𝗱𝗳𝗹𝗶𝘅 - the first on-demand learning platform for board directors and business leaders.

𝗪𝗵𝗮𝘁 𝘆𝗼𝘂 𝗴𝗲𝘁: 
✓ Bite-sized sessions you can access on your own time 
✓ Reflection questions that challenge your thinking 
✓ Practical frameworks for leading transformation, not just managing change 
✓ Content designed to prepare you for board-level conversations

The first module is live now.
𝗨𝘀𝗲 𝗰𝗼𝗱𝗲 𝗥𝗘𝗜𝗡𝗩𝗘𝗡𝗧𝟮𝟬 𝗳𝗼𝗿 𝗮 𝗹𝗮𝘂𝗻𝗰𝗵 𝗱𝗶𝘀𝗰𝗼𝘂𝗻𝘁.

👉 Subscribe here: https://boardflix.sg/

If you've been asking yourself "how do I lead differently in this AI-driven world?" - this is for you.

If you're working with your team on transformation and want to explore this further, let's talk.

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