Bhavna Toor
Singapore, Singapore
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About
I work with organisations and individuals who believe that the best leaders don't just…
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Articles by Bhavna
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I read 75 Books in 2022. Here are my Top 10.
I read 75 Books in 2022. Here are my Top 10.
2022 was a great year for reading. I was able to read 75 books, several of which have measurably improved the way I…
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Conscious Habits: 3 Fasts that Changed my LifeAug 5, 2022
Conscious Habits: 3 Fasts that Changed my Life
Three years ago, if you would have taken a slice from my life, you would have found me living significantly differently…
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Habits maketh a womanDec 17, 2020
Habits maketh a woman
This year has been many things - good, bad, and all things in between - but it’s definitely not a year any of us will…
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Who would you like to be?Jan 31, 2020
Who would you like to be?
A new year is usually a welcome period for most of us. It signifies a new beginning, a new hope, and a promise of the…
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Bringing Mindfulness to Your ClosetAug 28, 2019
Bringing Mindfulness to Your Closet
I love fashion and the idea of dressing well just as much as anyone; heck, who am I kidding, I probably love it more…
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Overcoming Your Fears with CompassionJun 4, 2019
Overcoming Your Fears with Compassion
Fear has played a huge and intimate role in my life. On numerous occasions, I have refused to raise my hand and say…
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Building Women Leaders. One Breath at a Time.Apr 3, 2019
Building Women Leaders. One Breath at a Time.
Why women? Why mindfulness? These are the two questions I probably get asked the most in our work to help build women…
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Mindful and Feminine: A New Paradigm of LeadershipMar 11, 2019
Mindful and Feminine: A New Paradigm of Leadership
The theme for International Women’s Day, this year, is #BalanceforBetter. Undoubtedly, a more gender-balanced world…
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Looking for a Mentor? Do this Instead.Aug 11, 2016
Looking for a Mentor? Do this Instead.
“Who are the 3 people you normally turn to for guidance?” This is a question I invariably begin a lot of my workshops…
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101K followers
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Bhavna Toor shared thisI finally stopped comparing myself to others once I understood this... If you’ve ever thought: “I feel like I’m falling behind,” “Everyone else seems so much further ahead,” Here’s a thought experiment that might change how you see progress. FIRST: Ask 100 people you know what the starting point of their journey was. How many different answers would you get? ✅ 100. Some were clear on their path from the start. Others found their drive later in life. Some had mentors or resources. Others had to build from scratch. SECOND: Ask those same 100 people what their end goal is. How many answers now? ✅ Again, 100. Some want to retire early. Some want to reach a title or milestone. Some want to keep creating, teaching, or leading forever. THIRD: Now ask how they measure success. You’ll get… 100 different answers. Some define success by wealth. Some by impact. Some by freedom. Some by peace. Some by how much joy they feel day to day. In any game, to decide who’s ahead, and who's behind, you need three things: 1️⃣ The same starting line. 2️⃣ The same finish line. 3️⃣ The same rules. But in life? None of those are ever the same for any 2 people. So how can you possibly say who's ahead? and who's behind? and most importantly, that you are behind? ✨ As Naval Ravikant said, “Life is a single-player game.” You get to choose: ➡️ What will you play? ➡️ How will you play it? ➡️ And how will you measure your own success? So, choose consciously. You are not late. You’re just living a timeline that’s uniquely yours. Tell me below: How do you measure success? (There’s no wrong answer - that’s the point.) ♻ Repost to help others. 🔔 Follow me, Bhavna Toor, for more on leading consciously.
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Bhavna Toor shared thisYour next big breakthrough won’t come from hustle. It will come from stillness. A quiet mind observes better. Learns better. Acts better. But in a world that rewards constant motion - Stillness can feel like rebellion. Most of us don’t struggle from a lack of knowledge. We struggle from noise. Mental clutter. Cognitive overload. And the endless pressure to keep up. But here’s the truth: Your best decisions don’t come from a racing mind. They come from a regulated one. A quiet one. Stillness isn’t idleness. Stillness is strategy. 3 Ways to Practice Stillness in a Noisy World: 1. Micro-pauses between meetings. ➡️ Before jumping to the next call, take 60 seconds to sit, breathe, and do nothing. ➡️ Call it your leadership reset. 2. Thought decluttering. ➡️ Try a 3-minute “mind sweep” at midday. ➡️ Dump every thought onto paper - no structure, no editing. ➡️ Let the noise leave your brain, not just swirl inside it. 3. Anchor into one moment of slowness. ➡️ Whether it’s making tea, walking, or watching the sky - do it fully present. ➡️ It’s not what you do. It’s how you are while doing it. Stillness doesn’t mean silence. It means inner spaciousness. And from that place, you lead not from urgency - but from clarity. 📖 I go deeper into this in my book, The Conscious Choice - because leading consciously begins with being, not just doing. 👇 What’s one way you can practice stillness today? 📚 Explore more concepts in my book - The Conscious Choice ♻ Repost this to help others live and lead with this wisdom. 🔔 Follow me, Bhavna Toor, for regular insights on Conscious Leadership
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Bhavna Toor shared thisA title doesn't make you a leader. Your actions do. It’s not about being the loudest in the room. It’s about shaping the room - through your presence, choices, and values. So how do you lead in a way that elevates others? Let’s break it down. To Inspire Kindness: 🌱 When people feel safe, they open. When they feel seen, they grow. ✅ Model empathy under pressure ✅ Make recognition a ritual, not a reward ✅ Normalize saying “I was wrong” and “thank you” To Inspire Boldness: 🌱 People don’t take bold steps when they fear being punished for falling. ✅ Say the hard truth with heart ✅ Invite disagreement - and actually listen ✅ Create space for risk-taking without shame To Inspire Wisdom: 🌱 Wisdom isn’t knowing more. It’s helping others think better. ✅ Admit what you don’t know ✅ Share the thinking behind your decisions ✅ Ask better questions - not just give answers Leadership isn’t about inspiring people to follow you. It’s about inspiring them to rise because of you. That’s the work of Conscious Leadership. It’s subtle. But it’s seismic. What’s one way you’ve been impacted by a Conscious Leader? Tag someone who leads like this. They deserve to be celebrated. ♻️ Repost to ripple it forward. 🔔 Follow Bhavna Toor for more conscious leadership wisdom.
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Bhavna Toor shared thisOur women’s leadership program featured in AVEVA’s 5-Year Inclusion Report! We, at Shenomics, had the opportunity to partner with AVEVA to co-create and deliver a one-of-a-kind program for women leaders (Vidushi) - and just yesterday, during a 6-month post program check-in with participants, one thing stood out clearly: The impact continues to grow. Participants are: ➡️ Stepping into more visible leadership roles ➡️ Navigating high-stakes conversations with greater confidence ➡️ Expanding how they see their own leadership potential ➡️ And importantly, beginning to influence and shape the systems they are part of What makes this meaningful is not just the program itself - but the intent behind it from AVEVA: A sustained commitment to building a more inclusive leadership pipeline - not as a one-time initiative, but as an organizational capability. Across 250+ organizations and 60+ countries where we’ve run similar leadership interventions, one pattern continues to hold true: When women leaders strengthen voice, visibility, and influence, the impact extends far beyond individual growth - it begins to shift how leadership shows up across the system. The challenge is rarely capability. It’s creating the conditions for that capability to be seen, heard, and leveraged. Grateful to be doing this work alongside organizations like AVEVA that are invested in inclusion for the long-term. Thank you to Jason Chang (and Amarpreet Kaur) for architecting this vision. And to my team - Sreelakshmi B and Puja Mathur - for bringing it to life so thoughtfully. Read the full report here: https://okt.to/XAG4bp 📩 DM to learn more about our work. 🔔 Follow me, Bhavna Toor, for daily insights on conscious leadership.
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Bhavna Toor reposted thisThe future of work isn’t about roles. It’s about how fast you can reskill. ➡️ Thomas Corley’s “Rich Habits” study found that 85% of self-made millionaires read two or more books per month for learning. ➡️ According to the World Economic Forum, 50% of all employees will need reskilling by 2025 due to automation and shifting roles. ➡️ A LinkedIn Learning report showed that employees who spend just 1% of their week (about 25 minutes) on learning are more engaged and productive. Here's what most people miss: The most valuable skill today isn't what you learned in school. It's the ability - and the discipline - to keep teaching yourself. You don't need to quit your job. You don't need endless hours. Even 15 minutes a day compounds into skills that change your future. Here are 5 proven ways to grow beyond your role: ✅ Take on stretch projects - Volunteer for tasks that scare you. Growth lives outside your comfort zone. ✅ Invest in certifications - Pick one skill that will be valuable in 2-3 years. Start learning it now. ✅ Read strategically - One book per month in your field compounds into expertise others can't match. ✅ Join learning communities - Surround yourself with growth-minded professionals who push you forward. ✅ Embrace new technologies - Test emerging tools in your industry before they become mandatory. The world isn't just moving fast - it's accelerating. And self-education isn't just an advantage. It's your insurance policy for the future. 🌱 What new skill are you building this month? Share below! 📚 Explore more ideas on growth in my book The Conscious Choice ♻ Repost to inspire others. 🔔 Follow me, Bhavna Toor, for daily insights on living and leading consciously.
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Bhavna Toor shared thisThe future of work isn’t about roles. It’s about how fast you can reskill. ➡️ Thomas Corley’s “Rich Habits” study found that 85% of self-made millionaires read two or more books per month for learning. ➡️ According to the World Economic Forum, 50% of all employees will need reskilling by 2025 due to automation and shifting roles. ➡️ A LinkedIn Learning report showed that employees who spend just 1% of their week (about 25 minutes) on learning are more engaged and productive. Here's what most people miss: The most valuable skill today isn't what you learned in school. It's the ability - and the discipline - to keep teaching yourself. You don't need to quit your job. You don't need endless hours. Even 15 minutes a day compounds into skills that change your future. Here are 5 proven ways to grow beyond your role: ✅ Take on stretch projects - Volunteer for tasks that scare you. Growth lives outside your comfort zone. ✅ Invest in certifications - Pick one skill that will be valuable in 2-3 years. Start learning it now. ✅ Read strategically - One book per month in your field compounds into expertise others can't match. ✅ Join learning communities - Surround yourself with growth-minded professionals who push you forward. ✅ Embrace new technologies - Test emerging tools in your industry before they become mandatory. The world isn't just moving fast - it's accelerating. And self-education isn't just an advantage. It's your insurance policy for the future. 🌱 What new skill are you building this month? Share below! 📚 Explore more ideas on growth in my book The Conscious Choice ♻ Repost to inspire others. 🔔 Follow me, Bhavna Toor, for daily insights on living and leading consciously.
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Bhavna Toor shared thisThe Myth of the “Self-Made” Leader: No one does it alone. We love the story of the lone genius, the hustler who pulled themselves up by sheer grit. But let’s be real: no one does it alone. Oprah didn’t rise alone - she rose by lifting others. Nelson Mandela didn’t walk alone - he walked with a movement. Satya Nadella doesn’t lead alone - he leads through culture, through people. Greatness is never self-made. It’s co-created. Behind every so-called self-made success, you’ll find: ✅ Mentors who opened doors ✅ Teams who carried the vision forward ✅ Communities who believed in the mission ✅ Systems and privileges that made the climb possible So let’s rewrite the story: True leadership isn’t about proving you don’t need anyone. It’s about building communities where everyone can rise. Here’s how you tap into the power of community: 🌱 Turn Monologues into Dialogues – Ask in meetings: “What perspective are we missing?” – Create learning circles where everyone shares one insight each week. – Celebrate team wins publicly, offer coaching privately. 🌱 Bridge Divides to Build Belonging – Frame challenges around shared purpose, not silos. – Swap “my vision” for “our opportunity.” – Launch cross-functional pods so innovation comes from many voices. 🌱 Build a Culture That Compounds – Introduce a "Small Wins Day" each week to recognize progress, not just outcomes. – Reserve space in meetings for growth stories. – Make psychological safety your team’s baseline advantage. Because this is what most people miss: You can achieve speed on your own. But when you lead with community? That’s when you build legacies. 💡 I'd love to hear from you: Who has helped shape your journey? 📚 Explore more in my book The Conscious Choice ♻️ Repost to help others. 🔔 Follow Bhavna Toor for more insights on Conscious Leadership
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Bhavna Toor shared thisWe don’t react to reality. We react to our interpretation of it. There’s a story about a monk meditating on a quiet lake. A boat suddenly crashes into his. Anger rises. Fast. Sharp. Immediate. He turns to confront the person responsible… But the boat is empty. It had simply drifted. No intention. No disrespect. No attack. Just circumstance. And in that moment, his anger disappears. Not because the situation changed. But because the story did. This is the quiet trap of modern work: We assume intent where there is none. We personalize what is simply noise. We carry emotional weight that was never meant for us. Not every delay is disrespect. Not every message is loaded. Not every silence is rejection. Some things are just… empty boats. Power isn’t in avoiding triggers. It’s in questioning them. What if less of your frustration is about others - and more about the meaning you assign? 📚 Explore more in my book The Conscious Choice ♻ Repost to help others build courage and confidence. 🔔 Follow me, Bhavna Toor, for insights on conscious leadership.
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Bhavna Toor shared thisClarity doesn’t come before action. It comes because of it. I come back to this quote by Rumi often: “When you start to walk on the way, the way appears.” It speaks to the power of taking action and trusting the process, knowing that… 🌟 When you commit to a path or goal, the direction often becomes clearer as you move forward. 🌟 The obstacles that seem daunting at first can reveal opportunities once you take the first step. 🌟 Even when you don’t have all the answers upfront, movement will create more clarity than overthinking will. How can you build an action-orientation, and start walking? Start with these 7 things: 1. Shift Your Mindset ↳ Embrace the belief that everything can be figured out, no matter how challenging it seems. 2. Focus on Solutions, Not Problems ↳ Train your brain to look for solutions instead of getting stuck in the problem. 3. Take Action (Even Small Steps) ↳ Progress comes from consistent action, not waiting for the "perfect moment." 4. Embrace Failure as Feedback ↳ Failure is not a roadblock; it may reveal another path! 5. Find Your Why ↳ Clarity of purpose will help you face any challenges head on and keep moving. 6. Know You’re Never Alone ↳ Seek out mentors, communities, and resources to support you along your path. 7. Be Willing to Evolve ↳ Adapt and pivot when necessary, knowing that it may not be a straight path and that’s ok! Start walking, and have faith that your path will unfold with each step you take! Tell me, how do you feel about moving forward even when you don't have all the answers? 📚 Explore more in my book The Conscious Choice ♻ Repost to help others build courage and confidence. 🔔 Follow me, Bhavna Toor, for insights on conscious leadership.
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Post-Graduate Diploma in Organizational Leadership and Positive Psychology
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Lana Kristine Jelenjev
Speakers of Color • 13K followers
Been mulling over things after coming back from facilitating the Bangkok convening of more than 40 executive directors from different socio-civic movements. What I am taking from the conversations are the following: 1. We are moving towards global shifts around philanthropy and aid- what we knew as funding for socio-civic organizations no longer exists. 2. What makes it worse is that the trillions of funding for these amazing organisations are redirected to far right movements who are desperately trying to keep their power and status quo. 3. In the two loops model, we know that this phase needs people who can hold the “composting” - what needs to die and how can these systems die gracefully? 4. We also know that we need people who can bridge people from the old to the new systems - bridge builders need the capacity to stir people in the possibilities while they are immersed in a sea (if not a tsunami) of change. 5. We also need the walk outs who are dreaming and setting up new systems and for them to be resourced enough to do their work. This means giving them the collective capacities, resources, and connections needed. This entails finding other walk-outs and not working in silos 6. It also means that those holding on to power need people who can mirror the system for them. This is a difficult task yet there needs to be people who can sit with the discomforts of listening and holding space for those in power to understand their needs. It also means holding the mirror for them to see their privileges and what shifts are necessary in their mindsets and practices. This is a difficult task yet there are people who are amassed with so much power and resources who are just “not in the know”. 7. We need to take inspiration from those who have withered the storms and have collectively held these spaces. There are organisations and groups who have been facing a lot of challenges yet continue to build and work on their advocacies and care for their causes. How can we lean into their lives experiences and wisdom so we don’t have to keep on reinventing the wheel?
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Michelle Ow
Centre for Community Wellbeing • 2K followers
We completed our 3rd preview session for the FDP this morning, with Aifa Ahmad and SYUKRI Azman at the helm. And grateful to Heath Chan for joining the session to share his experience and insights of being a facilitator-in-training last year. And we have witnessed Heath blossom through the process, not just in skill and competence, also in attitude and belief. Heath is about 2-3 years in the facilitation space by this year, and this year itself, has received more meaningful and valuable facilitation work and projects, that is aligned to helping him thrive and flourish in this work. His aspirations are in facilitation and eventually coaching, and by shifting his space from scarcity to abundance, opportunities are opening up for him from almost everywhere! He will be travelling to the US soon, for something that he wanted since last year 👏🏽👏🏽👏🏽 I cannot be prouder of him. David Tay, the other facilitator-in-training in last year’s FDP, is getting more work in facilitation this year, and has been opening himself to more opportunities through our network, where people get to see him in action. From being more cautious and more stoic, to being more expressive and more animated, and therefore more open to work! The FDP is really not just a skills-based training. It creates the space where you become more confident of being who you are, coupled with skills and competency. It is a mentoring and coaching process of facilitator development, therefore the value of the programme is as such. I personally wonder, if the question of the investment, is questioning the value of the people conducting the programme (is it worth it to pay these people to teach/train/coach/mentor me, and will I get to learn what I need/want to learn), or is it questioning the value of self (am I worth investing so much into, to learn/hone/enrich my knowledge, skills, attitude? Am I worth so much for people to pour into me, to give me this value that I am paying for?) And I truly appreciate Yi Han Tan’s reflections from this morning’s session, to trigger this wondering for me. It is not the first time (and will not be the last time) that this conversation around value will come up for us, and it is good food for thought for me too, and my own reflection and relationship with this concept of value, cost/investment and money. Heath, David and myself share a lot in common in terms of how we choose to invest in ourselves in our learning and development, and we know that we are reaping the investments of honing ourselves through our investments. Beyond the FDP, perhaps the reflections is also on, how/where have we been investing on/in, and what have we “reaped” in the process? Example : Aifa “invests” her time and energy into people and the community she builds/develops. And she is “reaping” from the investment, during times of crisis. In good moments, it might be lesser seen, not that it is not there. What do we choose to see, and “invest” in? 😊
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Diana Parkes
The Women's Sat Nav to… • 2K followers
Inclusion is not a nice-to-have. It’s one of the clearest indicators of whether an organisation is prepared for what it faces. Pam Parkes (no relation), President of the PPMA, recently reminded us: “Inclusion is not a soft add-on to leadership, but a complex discipline that drives resilience, performance, and better decision-making.” I couldn’t agree more. This is exactly what my research with women leaders has shown too. And yet, the reality for many women in today’s workplaces tells a different story. Too often, “inclusive leadership” is spoken about but not embedded. Women remain undervalued, under-recognised, and under-rewarded — not because of a lack of ability, but because of systemic barriers baked into everyday workplace practices. For leaders who believe in optimising performance and competitive edge, the opportunity is clear: 👉 Inclusion is not just the right thing to do. It is the most intelligent business decision you can make. As Pam Parkes says: “Inclusion is not an issue that can be dodged or put aside.” It’s one of the biggest challenges for HR, L&D, and EDI today. 📖 Read Parkes' clear and powerful article (4-minute read) here: https://heyor.ca/ahvxJc 💬 How are you seeing leaders move from talking about inclusion to embedding it in daily practice? #Inclusion #EDI #LeadershipDevelopment #OrganisationalPerformance #UnderstandDareThrive
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Jeremy Dean
riders&elephants • 6K followers
But affective leadership might be the most powerful shift we can make. That line came up in conversation this week during one of our sessions in our ECD Certified Consultant Development Programme, sparked by a reflection from Wayne Sim, PCC. He sparked a rich discussion by noting how in many cultures, like Singapore, leaders are often expected to be effective above all else. It’s stuck with me. We talk a lot about effective leadership. Getting results, driving outcomes. But you can have effective leadership without effective leadership. While effective leadership is about getting things done. Affective leadership is about how people feel in your presence, and how those feelings drive behaviour, psychological safety, and engagement. Effective leadership is the result of affective leadership: how people feel in your presence, how emotions ripple through a team, and how culture is shaped moment by moment. Emotions are often dismissed because they’re hard to measure. But they’re impossible to ignore. That’s why we help leaders map the emotional impact they want to create. Not just the results they want to hit. We talked about how 'Affective leadership' makes the invisible visible. Surfacing the unspoken emotional undercurrents and systems in a team. It helps leaders connect values, behaviours, and emotions in a practical, strategic way The crucial link...you need the system that provides a structured way to explore emotion and turn what you find into actionable insights that drive culture, performance and results. That's where our #emotionalculturedeck comes in! Let’s keep making the invisible visible. #AffectiveLeadership #EmotionalCulture #TheECD #EmotionsAtWork
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Faith Egbuka
Vantage Point Intiative with… • 776 followers
From Vision to Validity: Mastering NGO Governance Are you running an NGO that feels more like a frantic solo mission than a structured organization? Many passionate founders start with a heart for service but quickly find themselves overwhelmed by the weight of decision-making and financial oversight. In our recent NGO Acceleration Mentorship session, industry expert Philip John pulled back the curtain on the "skeleton" of every successful non-profit: Governance and Structure. Most NGOs don't fail because they lack passion; they fail because they lack a framework. Governance is the steering wheel of your organization. Without it, you are drifting. Philip John emphasizes that Governance is the mechanical heart of your NGO, it’s the "how" behind the management and the "who" behind the money. If you want to move from "doing good" to "creating a lasting legacy," you must start with a solid legal and administrative setup. A common mistake is thinking the founder should do everything. Philip clarifies a vital distinction: Board members guide; they don’t handle daily work. The Board of Directors (or Trustees) serves as the strategic compass. Whether you have a small team of 3–5 or a larger council of 12, their role is to: Set the Strategy: They see the big picture while you handle the ground level. Protect the Purse: They ensure money is used exactly where it was promised. Provide Accountability: They approve the policies and budgets that keep the lights on and the mission moving. Imagine a donor asking for your financial reports or your policy on conflict resolution. Can you produce them? This is where Policies and Bylaws become your best friends. Bylaws are your "Big Rules", how you choose leaders and hold meetings. Policies are your "Daily Rules", how you handle expenses and manage volunteers. When everyone knows their role, from the Chairperson leading the meetings to the Treasurer tracking every kobo, you create an environment of credibility. Credibility is the currency of the non-profit world. When you are organized, you are trustworthy; and when you are trustworthy, funding follows. Knowledge without application is just noise. Your next step to professionalizing your foundation is simple: Draw your organizational chart. Don’t just think about it, put pen to paper. Define who reports to whom. Map out your Board, your staff, and your dedicated volunteers. Use this structure to eliminate confusion and empower your team to take ownership of their roles. #NGOMentorship #PhilipJohn #GovernanceMatters #NonProfitLeadership #SocialImpact #OrganizationalStructure #WuraisgoldFoundation
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Annie Chang
Js AI Meet Again • 1K followers
For decades, when we talk about legacy, the conversation usually revolves around wealth. Trusts. Foundations. Family governance structures. Asset allocation. But one of the most valuable things families struggle to preserve across generations is wisdom. The decision-making logic of a founder. The values that shaped a business. The leadership philosophy behind long-term success. A recent press release introduces an interesting concept called Structured Wisdom Transmission — an AI-powered system designed to preserve not just memories, but the deeper elements behind how people think, decide, and lead. Instead of simply storing documents or recordings, AI can now structure elements such as: • Decision frameworks • Leadership philosophy • Personal values • Life experiences and insights In other words, legacy may evolve from static archives into interactive knowledge systems that future generations can actually learn from. This raises an interesting question: If wealth can be transferred through legal structures, can wisdom be transmitted through technology? Curious to hear perspectives from people working in family offices, legacy planning, and leadership development. Original article: https://lnkd.in/gCWWdrAp
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Ruth Saw
The Clarity Expert • 2K followers
🎙️ 𝗡𝗘𝗪 𝗘𝗣𝗜𝗦𝗢𝗗𝗘 𝗢𝗨𝗧 𝗡𝗢𝗪 💭 𝗪𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗱𝗼 𝗶𝗳 𝘆𝗼𝘂𝗿 𝗲𝗻𝘁𝗶𝗿𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘀𝗵𝘂𝘁 𝗱𝗼𝘄𝗻 𝗼𝘃𝗲𝗿𝗻𝗶𝗴𝗵𝘁, 𝗮𝗻𝗱 𝟲,𝟬𝟬𝟬 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗲𝗿𝗲 𝗰𝗼𝘂𝗻𝘁𝗶𝗻𝗴 𝗼𝗻 𝘆𝗼𝘂? Most leaders would panic. Mr Peng Sum Choe, CEO of 𝗣𝗮𝗻 𝗣𝗮𝗰𝗶𝗳𝗶𝗰 𝗛𝗼𝘁𝗲𝗹𝘀 𝗚𝗿𝗼𝘂𝗽, chose purpose. When borders closed and fear filled boardrooms, he made one of the most courageous leadership calls I’ve ever heard. ❣️ 𝙃𝙚 𝙧𝙚𝙛𝙪𝙨𝙚𝙙 𝙩𝙤 𝙧𝙚𝙩𝙧𝙚𝙣𝙘𝙝 𝙖 𝙨𝙞𝙣𝙜𝙡𝙚 𝙨𝙩𝙖𝙛𝙛 𝙢𝙚𝙢𝙗𝙚𝙧. In this week’s 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗜𝘀 𝗣𝗼𝘄𝗲𝗿 𝗣𝗼𝗱𝗰𝗮𝘀𝘁, Peng Sum shares how clarity, conviction, and faith guided him through crisis and how trust and values became his greatest strategy. This conversation will change how you see leadership in uncertainty. It’s about: ✨ How purpose outlasts panic ✨ Why trust can become a company’s strongest currency ✨ How conviction can turn chaos into clarity 🎧 Listen to the full episode: 👉 Spotify → https://lnkd.in/gbAPrbey 👉 Apple Podcasts → https://lnkd.in/gAKeiGQp Because the greatest test of leadership isn’t in calm. It’s in crisis. 📝Listen now and ask yourself: What kind of culture are you creating before the next crisis hits? If this story moved you, please share it or tag a leader who needs to hear it. Help me like and rate the podcast so that more people can hear of this! #ClarityIsPower #Leadership #LeadershipAsia #AuthenticLeadership #PurposeDriven #PeopleFirst #Courage
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4 Comments -
Rachael Rogan
Brain Body Agency • 7K followers
I just read a piece in the Financial Times about why dealing with past trauma matters for leadership (thank you for sharing Charmian Johnson) and it got me thinking about what that really means for people in caring professions, particularly coaches. We can be exceptionally trained. We can know frameworks and interventions. We can hold space brilliantly for others. And yet, inside, a large proportion of us never did the embodied work that helps our own nervous systems feel safe. Leaders aren’t born from competence alone. They’re shaped in the body by how safety and threat were first learned. For coaches, therapists, and helpers, this has huge implications: • We show up as “calm” even when our bodies are still slightly braced. • We teach regulation while our own systems stay on alert. • We understand trauma intellectually but our tissue never got the memo. In caring professions, we don’t just absorb others’ stories, emotions and trauma. We co-regulate (with ours). We hold emotion at a distance until it’s “safe” to feel it. Nearly everyone I know learned emotional containment early, not because we chose it, but because that’s what kept us connected and competent. That un-metabolised emotion doesn’t just sit in the past. It sits in the body. In the breath. In the muscle tone. In the nervous system’s default assumption of threat. When we skip the embodied side of trauma resolution, we get leadership and coaching that functions on the surface but is still braced underneath. That’s why leaders and helpers can be successful and still feel: • fatigued despite rest • emotionally flat or reactive • disengaged from their work even when it matters • easily overwhelmed by relational intensity Trauma-informed training helps with awareness but awareness alone doesn’t change nervous system patterns. For that, the body needs to experience safety, not just understand it. So when an article talks about trauma being crucial for leadership, the real question for us isn’t: “What do I know?” It’s: “What does my body still carry?” If the answer to that shifts, everything about presence, holding space, and leading with integrity changes too. Because you can teach regulation without embodying it and many of us do. But your nervous system will always tell the deeper truth. And that’s where real safety, resilience, and sustainable caring begins.
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Cara Silletto, MBA, CSP
Magnet Culture • 14K followers
Have you ever thought about WHY staff leave WHEN they do? As part of our Retention Retreat workshop, we ask leaders to identify various reasons their staff leave at different times in their tenure with us. Here are some examples: - Before day one: They got a "better offer" before orientation - Within first few weeks: Sent to work alone without proper training - Within first few months: Never really connected with the team - After several years: No opportunity for advancement When we take a closer look at the timing of these departures, we're more likely to pinpoint the accurate reasons for tenure. Better yet, when we know folks are a flight risk by analyzing our turnover data, we can then place more effective incentives ("baby carrots" we call them) at the right time to keep people longer. Blanket approaches for retention do not work. Everyone leaves for different reasons, and at different times! What's another example of "why people leave when" that you have discovered? PS - We've got a great downloadable cheat sheet in our Magnet Vault, if you want to see it!
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Stacey Gladfelter
ILO Consulting • 1K followers
Every family facing a loved one's medical decline needs someone who truly understands the journey ahead. As a Senior Crisis Navigator with ILO Senior Consulting, you'll be that guiding light for families navigating some of life's most challenging moments. This isn't just another job – it's a calling to make a real difference when people need support most. When families are overwhelmed by Medicaid applications, struggling to find the right care placement, or dealing with grief and family conflicts, you'll be there to provide clarity and hope. You'll help them understand their options, navigate complex systems, and find peace during difficult transitions. We're looking for compassionate individuals who want to specialize in senior care consulting. Whether you're already working in healthcare or considering a meaningful career change, this unique opportunity offers the chance to develop expertise in areas that truly matter – helping aging adults and their families through crisis situations. You'll learn proven methods for Medicaid assistance, senior placement, grief coaching, and family conflict resolution. Plus, we'll teach you how to build your own practice in this rewarding field. If you're passionate about supporting seniors and their families during their most vulnerable moments, we want to hear from you. Ready to become a Senior Crisis Navigator? Call us at (618) 471-9112 or email ILOconsulting567@gmail.com to take the next step. Let's talk about how you can start making a difference in families' lives.
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Chinmoy Sarkar
AXELL Rhythm Of Life • 5K followers
Human Development Is Not About Perfection — It’s About Integration [The 9th Compass reframes growth as the integration of opposites rather than the pursuit of constant positivity. Purpose with uncertainty, effort with rest, strength with vulnerability, and stability with change form the foundation of sustainable development. By normalizing inner tension, it reduces fear, lightens identity, and helps people move through life with balance and resilience.] Most growth models try to make us “more positive” — more confident, more successful, more certain, more in control. But the deeper truth about human development is this: real maturity doesn’t come from eliminating the negative. It comes from learning to hold opposites without tearing ourselves apart. One of the core ideas behind the 9th Compass is that life is not built from single qualities to maximize, but from polarities to integrate. We don’t get clarity without uncertainty, strength without vulnerability, action without rest, or meaning without impermanence. Just like sound needs silence and form needs space, our inner life depends on the tension between seeming opposites. Trying to keep only the “crest of the wave” is what creates anxiety, burnout, and identity rigidity. Take Purpose. Many people think purpose means having everything figured out. But lived purpose is direction coexisting with mystery. You move forward while accepting that the full path is not visible. That balance between intention and openness reduces the pressure to control life and increases the capacity to engage with it. Or Achievement. In high-performance cultures, we glorify constant effort. But sustainable achievement emerges from the rhythm between effort and recovery, discipline and flow. When people learn that rest is not the opposite of success but part of its structure, performance improves and exhaustion decreases. Relationships reflect another polarity: individuality and connection. We suffer when we either lose ourselves in others or isolate ourselves to stay “independent.” Healthy relating means being fully yourself while deeply connected — distinct, yet inseparable, like parts of one ecosystem. Even Security changes meaning through this lens. Instead of trying to freeze life into permanent stability, we cultivate inner grounding that can move with change. Like a tree, resilience comes from both roots and flexibility. What the 9th Compass does, in essence, is normalize tension instead of treating it as a flaw. It helps people see that confusion can be part of learning, vulnerability part of connection, endings part of contribution, and not-knowing part of wisdom. This shift alone softens a great deal of the background fear people carry — the fear that uncertainty, loss, or limitation means something has gone wrong. When we stop trying to defeat one side of reality and start integrating both, identity becomes lighter, decision-making becomes wiser, and growth becomes more humane.
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