Last week in Singapore, industry leaders gathered for a round table event to discuss the challenges and solutions in global collaboration, leadership, and talent management. The conversation covered many important topics such as building high-performance teams, creating trust and safety in the workplace, clear communication during change, and strategic HR practices.
Special thanks go to Dylan T. for her inspiring presentation, and to all the participants—Makarand (Mak) T., Mui Yen Tan, Jocelyn Cai, Leon Kwang, Tom Deacon, and Nohrinyl Verzosa—who shared their valuable experiences and best practices.
Leaders at the event emphasized the need to blend local insights with global best practices. One executive shared how managing Japanese and Korean teams with language barriers required a month-long effort to clearly explain the vision and goals when introducing a new system like Workday. This example shows that taking time to explain the “why” behind an initiative can help teams work together better. The discussion also highlighted how companies can use clear missions—such as “making business easy for everyone”—to motivate their teams and drive success.
Creating a work environment where every team member feels safe to speak up is essential. Leaders stressed that in multicultural teams, trust is key. Regular meetings and consistent messages from top management help ensure that everyone is on the same page. Leaders are encouraged to set an example by being open and honest, which builds a culture where team members feel comfortable sharing ideas and taking risks.
During times of change, such as mergers or restructuring, honest and clear communication is critical. Many companies mistakenly say “it’s business as usual,” which can erode trust. Instead, leaders should admit when they do not have all the answers, provide clear timelines for updates, and explain that change is a process. Tailoring the depth of communication based on the audience—more details for knowledge workers and concise instructions for operational teams—helps keep everyone informed and engaged.
A strong performance management system helps maintain a high-performance culture. Some companies, like early-stage Alibaba, managed performance by regularly letting go of the bottom 10% of employees. While this approach can drive excellence, it must be balanced with care for employee well-being. When employees feel that their work has meaning and impact, they are more motivated to perform well, even under demanding conditions.
Effective workforce planning is a challenge, especially in fast-changing industries such as technology. Some organizations plan ahead with dedicated teams, while others react to short-term needs. Building a strong talent pipeline through strategic forecasting, outsourcing, and using contractors can help manage sudden changes and reduce risks. A proactive, data-driven approach to staffing helps ensure that companies have the right people in place as they grow.
Traditionally, HR has been seen as an administrative function, but the discussion stressed that HR should play a more strategic role. As technology and AI take over routine tasks, the human skills of empathy, trust, and clear communication become even more valuable. HR professionals are encouraged to understand business metrics and work closely with other departments to help drive the company forward. Addressing the imbalance—where HR teams are often smaller than finance teams—is seen as a step toward greater strategic influence.
Technology is transforming how companies find and hire talent. With the help of AI tools, candidates can apply for many jobs quickly, and companies can screen resumes more efficiently. This has led to a competitive “cat and mouse” game between candidates and employers. As a result, companies are focusing on building strong employer brands and creating positive candidate experiences. Transparent communication about company culture, along with clear salary information, is becoming more important in attracting top talent.
The COVID-19 pandemic has changed the way we work, prompting many companies to rethink office policies. Some organizations require a full return to the office, while others adopt a hybrid model that mixes remote and in-office work. Customer needs, local culture, and government rules—such as limits on overtime in Japan—play a role in shaping these policies. Leaders have shared that clear policies help balance the benefits of remote work with the need for team cohesion and customer service.
The movement of talent across borders has increased in recent years. Many skilled professionals are now relocating from regions like China and Hong Kong to places such as Singapore and Dubai. Companies are responding by creating regional hubs in cities like Boston, Paris, Dubai, India, and Hong Kong. These hubs help organizations tap into local talent while using language and cultural training to ensure that global teams work well together.
The round table event in Singapore offered a panoramic view of the challenges and opportunities confronting modern businesses. From the intricacies of global collaboration and the critical need for authentic, transparent communication during change, to the evolving roles of HR and the digital transformation of talent acquisition, the insights shared during this session paint a clear picture: the future of business is inextricably linked to the ability to adapt, innovate, and lead with empathy.
Leaders and organizations alike are now tasked with not only overcoming cultural and language barriers but also with reimagining traditional approaches to performance management and workforce planning. The discussions underscored that success in today’s complex environment requires a delicate balance—between leveraging cutting-edge technology and maintaining human connection, between strategic foresight and agile responsiveness, and between local insights and a unified global vision.
As we look ahead, the strategies and best practices discussed at this landmark event serve as a roadmap for businesses striving to build high-performance teams and a resilient, globally integrated workforce. By fostering environments of psychological safety, ensuring transparent communication, and rethinking traditional HR roles, companies can not only navigate the challenges of today but also lay the foundation for sustainable success in the future.
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