LPM3: Module 6: Implement Change

Bismillahirahmanirahim.

Assalamualailum Wr. Wb.

yeeeehawwww.... we're now at the last module for LPM3. Yay!

So this module is about implementing changes and our trainer is Mdm Kolsum Begam.

Two weeks into the module,we celebrated Maal Hijrah so it was perfect timing. It syncs with this topic.

Maal Hijrah is Islamic New Year according to Hijri calendar. During this period, all Muslims will "migrate". Migrate means to turn to a new chapter = change for betterment.

So, I was taught since young that to have positive changes is good.
In my younger days, although sometimes I do feel skeptical of it, most changes worked out fine.

From there I realised that by not changing, I'll be stagnant and lose out.

In this module I can relate on how the processes that a company takes to implement change can be used and almost similar for personal too.

According to Uthman Ibn Affan, a Muslim caliph, he said that "Knowledge with practice is useless".

The first chapter we went through was about 5W1H on creating a learning organisation.

Basically to understand that a learning organisation is essential  provide necessary tools and skills for self-improvement.

There are three steps to create learning organisation:

1) ENVIRONMENT - Machines, Products, Training Centre, Training funds

2) LEADERSHIP - Coach, Mentor, Trainer that believes in development 

3) EMPOWERMENT - Simulation, Delegation, Training that gives way to succession

With learning organisations available, companies that send their employees for upgrading.

In People Management course at Supervisory Level, I was exposed to steps in problem solving which means implementing change to resolve an issue or ensuring smooth operations:

1) Identify what is the problem

2) Find the possible ways to tackle problem

3) Choose the best to resolve issue

4) Rectify the issue with chosen remedy

5) Monitor result

6) Fine tuning and Continuation of improvement

For easy remembrance - IDEAL (below)

There are many opportunities that may arises from issues in positive and negative manner that may include:

1) improvement of,or changes to, the services or products on offer

2) increased efficiency or productivity

3) development of new products

4) identification of new partners for collaboration

In this age, technology like IT, communication, equipment and enhancement help in improving work practices. Make full use of it.

We were also asked by Mdm Kolsum to find if changes in workplace is easy and workable?

My answer was below:

1) Is it easy and why?

In theory yes it is easy. Hands-on would be a little bit difficult as humans are complex beings.

Not all think and feel alike. Apart from that, people from different backgrounds and education may have various views on things work. Tensions among colleagues bound to happen. Thus it's a challenge when we have colleagues that are not in the same wavelength. However to make a great workplace and target achieving team, each individual has to be professional and draw a line to all negative issues that are able compromise teamwork.

2) Is it workable and why?

Yes definitely it is workable - at least for people who have the passion for the company and their professionalism. What I mean is that every workplace has its own obstacles. Champions overcome it and losers - well, lose. People in the right mind will surely choose to succeed hence they will find a way to how to get through challenges.

Furthermore, there are many ways to cultivate healthy working lifestyle in a company. Like adapting open communication, providing enough resources (training materials, right equipment, enough information and cohesive environment).

3) What to do to make things easier?

As mentioned:

1) open communication

2) good team bonding - avoid gossiping 

3) update team on changes and latest trends frequently

4) briefing/meeting session to clear out doubts

5) standardize how things are done and make sure it's followed by all

Example  of employers according to Fortune that have positive reviews - Google, Facebook, Twitter, AMEX, Marriott 

http://www.greatplacetowork.com/best-companies/100-best-companies-to-work-for

Before making any changes, company MUST communicate to team members of it. 

Transition of change will be at ease if members know 

1) What is the change (Evaluation)

2) Why is it beneficial (Short and long benefits to the company and employees)

3) How it will change (Legal, Ethical and Policies to consider)

4) Who will be involve and in-charge (Assign Roles and Responsibilities)

5) When it will commence (Timely and Relevant)

6) Where will it take place (To increase efficiency)

It is best to document all communication so it's good when there's dispute and doubts - something to refer to. It can be an action plan and broadcast to all. Use the appropriate and most effective that suits the company.

Evidently, we also touch on communication skills just like EACH and EVERY module. If you notice, effective communication is crucial. I shall not elaborate more as it's covered in my previous posts. 

Also, since we're Singapore, Legal and Ethical have always been highlighted. You don't want to mess with Singapore rules. 

Once found guilty, you must pray hard and hire an attorney to bail yourself out. In other sense, spend your fortune unnecessarily on something you can avoid. 

What I'm trying to say is whenever before a change is done, these are to consider:

1) Legal (Uphold Law)

2) Ethical (Abstain from dirtying company image)

3) Company Policies and Procedures (Buy-in from top management and employees)

For sure every success ending stories comes with challenges to overcome.

Barriers like:
1) Bureaucratic barriers - Rigid, Unwillingness to change, Comfort zone
2) Environmental: Scared of changes, Fear of Unknown, Bad Habits, Increasing Workload
3) Culture: Groupthink, Too much dependance of others
4) Resources: Limited funds, Short period of time

There are methods to handle barriers such as Dan S Choen and John P Kotter 8 steps:

Apart from this, educate members on the importance of changes:

1) Staying current - still have value in market

2) New opportunities - Not stagnant and growth

3) Encourgaging Innovation - Being autonomous

4) Increased Efficiency - Productivity, Less Waste

Basically it's a circle of happiness that starts from within:

employees perform better = company gain more profit and happy with result = reward employees 

(moreover if it's nearing year end = good appraisal)

If there's still a barrier from team members itself, a manager must be smart to negotiate.

In my previous post, I touched on Thomas Kliman negotiation technique and shall not repeat it here.

I'd like to add steps or negotiation:

The vital part of communication

 To understand better

 To build trust

 To get more buy-in

 To monitor results and fine tuning

How do you monitor results?

S.A.M.I.E

• Select (What is the results targeted?)
• Analyse (See if it's managed to reach target)
• Measure (Measure by KPI, percentage, etc)
• Improve (Fine tuning where it needs, coaching)
• Evaluate (Control charts, spreadsheets, formal meetings)

It's better that before,during and after changes, managers take note the situation and issues so that comparison can be made.

After a successful changes, ensure that it is continuous so that there's always growth and competitiveness in the market.

And hence the module ends here :)

Throughout my both ESQ and LPM3 journey under Mendaki, I've got to know wonderful classmates, brilliant trainers and excellent contents of study which are very useful to me.

This may be the last course before I resume my ACCA. Thus, I feel grateful towards them for providing me the sugar and spice all this while.

I wanna wish all trainers, classmates and Mendaki staffs a good luck and warmest regards.

Till we meet again, In Shaa Allah.

From the makcik herself,

Haizah

LPM3: Module 5: Support Achievement of Results

Bismillahirahmanirahim.

Assalamualaikum Wr Wb.

And so the journey continues to Module 5 taught by Mdm Zaiton.

The classes started with CE 1 which explains interpret and implement team plans.
Chim right the topic? :)

Basically, CE 1 is all about understanding what are plans, how to allocate tasks and negotiating expectations.

Let's recap, "team" means a group people with different skills and tasks who work together on a common project, service or goal with a meshing of functions and mutual support.

"Plan" means a group of objectives that someone believes will all help to achieve an end objective.

A " Team Plan" means a document that shows the composition of the team & its plan.

The objectives of having team plan are:
1) simplifies decision making
2) indicated the strategies
3) prioritized activities required
4) drives alignment of efforts
5) communicate the message

The components of a team plan:
1) Timeline (Dateline)
2) Company Vision, Mission and Values
3) Team Capabilities
4) Resource Required
5) KPI or deliverables

With all the objectives and components layed out, managers can identify and allocate resources correctly to tasks to avoid wastage, delays and under performance.

Is it important? Duh, of course!

However team plans must consider several factors. Cannot "suka-suka".
1) Legal and Ethics (max working hours, unlicensed staffs, copyrights, etc)
2) Relationship between business objectives and development (Contingency plans)
3) Organizational standards or codes of practice (Service & product quality can never be compromised)
4) Size of organization and its impact on work scope (time difference, leaptime and culture)
5) Work Environment (in-line with unions)
6) Culture of organization (ways to overcome weaknesses)

After team plans are finalised, managers must be precise in allocating the right resource to right tasks. Take into consideration the strength, experience, skills and existing workload.

You don't want to allocate a hands-on incline staff to desk-bound duties right? They will die out of boredom.

Or assigning a new task to a person who is already overwhelmed with work. Psst.. karma hurts. Treat your staffs right.

Well in reality, company can have the prettiest imagination of having "Yes-Man" employees.

C'mon, it's 21st century. People are more cognitive and for sure question if in doubt or doesn't see eye to eye.

In this scenario, employee and employer can always negotiate. Be professional. Do more research and thinking before shouting your dissatisfaction. Worse, if you keep it to yourself and ended up hating job given then leave the company.

For example, the boss set an unrealistic KPI within short period of time. What you can do is to negotiate if it be lowered to your capabilities. The boss can decide whether it's reasonable and if it is, chances are both of the party win-win.

Most importantly, document all communications. It's good to have black and white.

Moving on to CE 2, is about managing and reward team performance.

How would you know your staff performance? This is where KPI comes in.

Use Performance Techonlogy Model (click to enlarge)

What do you do if your staff is not performing? uh-oh. Well, train and develop them.

Again, take the same factors in building team plan into consideration giving training and develop opportunities. Remember, you cannot "suka-suka" or "cincai". Be professional.

Below are some guidelines on how to pick correct training development:

1) Learning Curve

2) Cognitive ability

3) Instructional Method 

4) Relevant Programs

5) Motivation to learning (seriously, pushing uninterested staff will never work)

6) Learner's profile

There are three ways on how a manager can assist in training a staff.

1) Coaching 

a) it's formal as it has dateline (short-term)

b) performance driven to improve individual performance

c) task oriented as it focus on specific skills 

d) can coach to close gaps / performance problems

Example like a football coach will train specific skills to players

2) Mentoring 

a) for future job (succession planning)

b) relationship incline (mentee works closely with an experienced officer)

c) no dateline 

Example: Late Lee Kuan Yew mentoring Singapore cabinet even after his retirement.

3) Feedback has two types:

i) Formal Feedback

a) Appointed time

b) Documented

ii) Informal Feedback

a) Daily/Verbal

b) Rapport/bonding

c) Not documented

Ways on how to give constructive feedback:

1) Content must be concise

2) Deliver / Mannerism

3) Be direct 

4) Avoid destructive words and phrases

5) Be sincere 

6) In positive feedback, give appreciation (yay!)

7) In negative feedback, give concern (don't use motherhood words)

8) one-to one session (more sensitive and confidential issues can be voiced out)

9) Frequency and timing (relevant) People will have difficulties in relating discussions if an issues happened long time ago. C'mon, who can even remember clearly and precisely what happened more than six months ago?

Just now, I mentioned that people will negotiate. Thomas Killman is know to come up with a technique called "Win, Lose or Draw". No, just kidding. He came up with diagram below which still is either you win,lose or draw. *cheeky*

Lo and behold; before we move to next CE, let's talk about appreciation and rewards.

Think about, keeping your staffs long term and minimizing labour turnover.

1) Performance bonus (ka-ching!) - a designer bag doesn't hurt :)

2) Stretch project 

3) Learning and development programs for free :)

4) Scholarships

5) Inclusion to high potential programmes (those who have high desire towards having a higher position)

Lastly, we move to CE 3 which talks about monitoring implementation of team plans.

What is manage and lead team's performance?

1) Setting communication expectations for individual and group performance

2) Evaluating outcomes

3) Use benchmarks as guidelines

4) Adhere to SOP and industry codes of practices

5) Promote team morale and productivity using Peter Drucker's Management By Objectives (MBO).

How to manage and lead team's performance?

1) Humility 

2) Empowering

3) Collaborative

4) Communicative-sharing

5) Fearlessness

Types of benchmarks:

1) Effectiveness of the employee

2) Efficiency

3) Value for money

4) KPIs

My favourite, topic next is performance appraisal. Hehehe

Process of performance appraisal:

1) Measurement (Targets, etc)

2) Feedback 

3) Positive reinforcement (emphasizing on what was well done)

4) Exchange of views (negotiate too)

5) Agreement 

Usually appraisal is in a formal setting where it's one to one.

Tips to ensure team is effective and meeting goals:

1) Set performance goals with each team member

2) Set development goals with each team member

3) Wander around

4) Be a coach

5) Remember your role

In this topic, it is also taught on how to monitor and assess emerging risks. 

Risks are threats and it's avoidable if precautions are taken.

What kind of risks are there?

1) Legislative changes

2) Organizational plans and initiatives

3) Labour market forecasts

4) Changing in operating environment

5) Competitor Activities

6) Technical innovations and developments

7)Natural disasters

How do you minimize risks effects?

1) Avoid

2) Diversify - create more products to sell rather relying on one

3) Control - monitor the activities

4) Share - engage an insurance

5) Transfer - outsourcing 

And that's the end of the course.

My takeaway from this class is a sucessful business must have SMARTER goals with realistic mission at the same time controlling its activities as well as manpower and must be vigilant towards threats to minimise negative effects.

Thank you for your time reading my first ever super long post.

Till next module.

Toodles!

H

LPM3: Module 4: Build Team Relationship

Bismillah.

Assalamualaikum Wr. Wb.

*Cough*cough* please excuse the spiderwebs in my blog. Have not touch it since the last module we had way before fasting month. *feather-dusting it away*

Alhamdulillah, we resume our LPM 3, learning more on building team relationship with Sofi Hasan who just came back from maternity leave.

In this module, there are three essence of how we can achieve good and conducive work relationship.
Firstly, we participate in networks, then develop team cohesiveness and lastly resolve conflict within team.

Networking. In my eyes, I see nerve wrecking.I'm not saying that I'm reclusive and never had I a problem striking a conversation. Trust me, I asked for a guy's number on the MRT on my way back from work before - that was few years back though :) 

It just that I have to make extra efforts in a conversation in formal situation especially. While talking to someone whom I just met, in my head I'll think of:

1) "Is this topic mundane/relevant/appropriate?"
2) "Do I have something stuck between my teeth?"
3) "Make eye contact and smile"
4) "Seriously, I ate chili chicken just now, I need to check my teeth"
5) "Oops, eye contact and mona lisa smile"

Well, basically.

Nevertheless, I definitely know that networking is important. I try to widen my circle as big as I can. From healthy networking, I can get new great ideas and information.

Last month, it was announced that my company will rebrand itself. Hence I was tasked to make necessary changes.It was hard work and lots of communication within a month (and coming more). Furthermore, my manager would like to have gifts for our clients with our new logo. So I had to contact few suppliers and asked for quotation.

Imagine if I have no basic communication and networking skills, I don't think I can ever do my research and accomplish my tasks.

Being a leader, these secret to success of networking must be shared among team members. Make them responsible for their roles and get them to participate in team.

Do a Competency Matrix to assign the correct individual according to their expertise.Then, delegate the tasks in RASCI table.

Example Competency Matrix:

Example of RASCI table:

A tip for all and not only leader, when you are asked a question and you don't have a clue to the answer, DO NOT say "I don't know". Try to be more proactive by checking first before answering. It shows that you take interest in your job and have initiative.

A leader should support team by conducting meetings or organizing team building activities. Yay for free holidays paid by company! Malay say, sambil selam, minum air. haha!

Use the right channels and techniques. Respect the diversity and close gaps between members. Should there are conflicts, resolve it quickly so it doesn't extend and become harder to dissolve.

In my previous job, there was a person who loves to domineer (always right) and craves for our superiors' attention. Unfortunately someone I had to work closely with.

One fine day, I received an unpleasant email from her. Although it was rude and hurtful, I thought she had a bad day but...... it continued for days and my manager was in the cc list. Sadly the manager didn't react and resolve it.

Although we made peace between ourselves (not easy at first), I'd prefer our manager to step in and assist in this issue. At least she knows that she has no right to use harsh tone towards others.

Experience learnt: Resolving conflicts can be challenging; tackle it in right manner.

Well, that's it for my journal. Toodles!

Cik Kiah

LMP3: Module 3: Encourage People

Bismillahirahmanirahim.

Assalamualaikum Wr Wb,

So we started off the third module with Susan. This is my first time attending her class.

Things were confusing from the beginning ; the new book and assessment contents for students were different from hers. Anyways, the assessment were thick and asked thoroughly on the topics so we learned by answering. Talking about adult learning!

Mostly the module is about enhancing the team capabilities to work together and achieving target or more.It also means to have a solid foundation of teamwork and support system for each other.

A supervisor or manager needs to identify what is the weak link in the team and eliminate or improve it. One of the weaknesses in the team is lack of knowledge or skills.

Identify this:

Or you'll suffer this:

There are a lot of institutions around the world that provides courses to improve one's value in job market.

Especially in Singapore where the government has been encouraging its people to pursue studies even for the older generations. Initiatives tare out there for us to grab.

There are lots of subsidized courses to choose from. And since we're celebrating our 50th year of Independence (Alhamdulillah for the peace, tranquility and developments so far), the government has opened doors of free learning to senior citizens.

Link from Straits Times Singapore:
http://www.straitstimes.com/news/singapore/education/story/400-free-courses-literature-dance-year-those-aged-50-and-above-201505

Other than that, they build the Lifelong Learning Institute mostly for adults learning too
http://www.lli.sg/

An attentive superior will definitely able to identify anyone on team that needs to attend these kind of courses by evaluating their performance from time to time.

Sometimes, the staffs themselves will voice their needs of training and upgrading which makes superior job much easier! Haha. 

Act and response accordingly. Do not let their suggestions fell on deaf ears as they will think their opinions doesn't matter hence couldn't careless in the future. Consequences are you'll have a hard time to push them to get things done correctly and on time.

However humans are unique, not all can learn the same as each other. Some need coaching, mentoring and references to improve. These are what classified as internal training.

Remember training can be time consuming and costly. Just think positive that it's for the benefits of all. 

In the verse of Holy Al-Quran in Surah Al-Luqman Verse 31:27, translated by Sahih International: 

And if whatever trees upon the earth were pens and the sea [was ink], replenished thereafter by seven [more] seas, the words of Allah would not be exhausted. Indeed, Allah is Exalted in Might and Wise

This means definitely we can't surpass the knowledge of The Almighty however He gives us opportunities to learn. Do not confine yourself to one knowledge in life. Explore and discover many magnificent things around us. 

There several considerations that must take in when organising or applying for training such as legal and ethical issues to avoid any conflict with the laws and government. Do not let any chance of good reputation and image tarnished. Let me tell you NOT to mess with Singapore government or you'll burn a hole in your pocket! Haven't you heard of:

If this is your first time knowing, please research on do/don'ts AND keep it deep in your mind. You'll thank me later. 

Communication is also mentioned in this module. I won't be repeating on it as I've done extensively in my first post. #gettingpeopletoreadmyblog #promotemywritings haha

A superior must not be selfish. Nurture their team so there's no feeling of being leftout or demotivated. Give them chance of holding responsibilities based on their experiences, knowledge and interests.

Trust me, they will be more motivated to work and you'll see improvements. Give them support, resources and advices. Be happy when they are promoted and got a better offer. They grow because you play a part too. 

I'll end my blog with this:

Happy learning to all!

See you in my next post, InsyaAllah.

Salam,

Cik Kiah.

All images are from Google. No copyright infringement intended. 

LPM3: Module 2: Support Team

Bismillahirahmanirahim.

Assalamualaikum Wr Wb

It's the second module already, yay!

The new module is titled Support Team. Yup, it's all about teamwork.

When you're a leader, you must understand what is your organisation's vision, mission and values.

Be sure to know its Policies and Procedures too. Then you are able to produce SMART goals that have specific objectives that will lead to target.

In every company, there must be challenges. As a leader, you must be wary to identify the trends and issues as it's crucial to evaluate what's going on internally/externally and what are the problems that they must overcome.

Normally, they can refer to PEST analysis to see what are the factors of changes. Nope, not that creepy crawling creatures. Refer to diagram below:

Then, further examine the Strength, Weaknesses, Opportunities and Threats (SWOT) to overcome the changes.

Being able to do all of the above doesn't mean one is already a good leader. 

Remember my previous post? A leader is someone who can inspire people. Hence he/she must be able to work cohesively with team. Furthermore, staffs are the most important asset a company has. Therefore, having great teamwork creates positive synergy and increases profitability.

A natural leader ensures that team is moving to right path in reaching company's goals.

Hence it's vital for the leader to allocate the correct staff to correct tasks. This is so that the team or company doesn't and won't have any wastage or idle time which can convert resources to income.

One of the way to do this is by adapting the Competency Matrix which lists down each staff's knowledge and skills. This is be clear to assign their roles and responsibilities. Simple example is as per below table:

After that, allocate each staff's responsibilities through RASCI table:

In this class, it's also repeated on the importance of effective communication. 

In Malay, there's a saying which goes " Bersatu kita teguh, bercerai kita roboh" translates to English "United we stand, divided we fall". 

Weak communication tends to break the chain of working cohesively meanwhile if the team understand each other, it's hard to break apart. 

The last item that we touched on in CE1 is Motivational Theories. My group presented McClelland's Trichotomy of Needs. Below are our slides in video mode :)

All images are taken from Google images. No copyright infringement intended.

LPM3: Module 1: Develop Self

Bismillah

Assalamualaikum and Hello,

Thanks for swinging by. We are now three months past 2015, how time flies.

This year, my first class is with Mendaki and it's Leadership and People Management (LPM) Course.
In this six months course, we will be taught in depth on skills that are useful especially in daily work-life.

The first module introduced is Develop Self and it's being taught by Sofyanty Hassan (Sofi).
It's interesting to have her as my first ever LPM Operations Level in 2013 was conducted
by her too :)

The module was opened by showing on how vital effective communication is. Effective communication is when information given is well received without disturbance and understood.

I was exposed on the three communication models:
a) Action Model ~ One way communication
b) Reaction Model ~ Two way communication with disturbance thus not effective
c) Transaction Model ~ Two way communication that is most effective

In communication, we can talk with our mouth (verbal), hand (writing & non-verbal) and body language (non verbal). Thus we must always be of using the proper words, tone and language regardless to whom we speak to.

In Malay, there's a saying "Terlajak perahu boleh diundurkan, terlajak kata badan binasa", it simply means to mind our words when we open our mouth.

9 years of working, I noticed that a well respected leader adapts transaction type of communication.
They will ensure that I understood what they say and most importantly they listen to our inputs.

Yes, I have had experiences with one-way (action) type of bosses [notice how I changed from leader to boss? :)] Believe it or not,I felt that I wasn't growing and unappreciated. The boss would implement what he thinks best and rarely accepts others' advice.

Hence I realize that it is crucial to listen attentively and be in open-mind whenever we converse because it makes an impact to the other party.

In our third lesson, Sofi played a video from one of Simon Sinek's presentation on his 'Golden Circle'.

It's mind blowing on how simple and effective if we turn around the communication on prioritizing to tell first why we do what we do, followed by how we do things and lastly what we do.

When I first join the workforce in 2006, I was a telemarketer. With little coaching and no experience in sales, it was hard for me to persuade people to buy thus I didn't hit the target set. This made me believe that I'm no good in sales and marketing. After leaving that position and finally got into Accounting, I still find that having good communication skills is important in any job scope and even in daily lives.

It is because we communicate everyday. Thus knowing how to overcome difficulties or barriers, using the right policy, procedures and channels can make huge impact in getting our message across clearly.

Tell tale signs when you are communicating effectively is when your audience or the receiver response, feedback and give comments. They will be able to discuss and brainstorm ideas that can enhance the end results.

After learning the essentials in communication, we were taught *drumrolls* Decision Making skills!
I'm ecstatic as yours truly is lacking in this area and learning it just adds the confidence to make a decision. So by the end of the day, I shall be able to choose whether to buy a YSL bag or go for Europe trip. lol

In life, there are surely times when we face a situation and a tough decision has to be made.
Hence bear in mind that being rational helps in picking the best option and ensure that is well planned, organised and inspire others. Whatever it is, being accountable for it is a MUST.

Gather necessary information such as customer feedbacks, surveys, focus groups, observation etc to evaluate.

Take in the risks of costs incurred and chance of failure or success.
Not forgetting consequences like the decision impact, compliance requirements, statutory obligations and staff resistance. Then take your time to analyse it by looking at the demograhics, competitors and market.

And so.... I have decided to go for the Europe trip and buy a YSL bag while in Paris - kill two birds with one stone. hehe

The last Competency Element (CE) we went through is Develop and Maintain Professional Competence.

In this CE, we had to be brutaly honest with ourselves on our strengths and weaknesses. 

There's a difference in a leader and a boss.

A leader leads, inspire, inovates, originates, challenge things, etc. While a boss instruct staffs to do and never groom them. 

Review and evaluate through performance feedback through superiors, colleagues and oneself.

Be in open-mind and make a determination to eliminate those weaknesses. Try to build and groom ourselves by improving our strengths and learn new ones.

Take the initiatives to bloom our potentials from asking for advice from mentoring and coaching.
Learn from the correct people and tap on their knowledge. Keep a journal on our progress thus we can see the milestone we've been through and if there's improvement, it will definitely motivate us.

I admit that I'm not the brightest student in school. However in order to be on par in the job market and staying relevant, I pushed myself to attend classes to upgrade and improve expertise in my working field also soft skills. It is not easy and tiring especially during peak season (audit) but I'm grateful for the doors of opportunities that were and are open after improving myself, Alhamdullilah.

Today, 4th April will be our last day of class with Sofi. It has been a smooth sailing and eye-opening journey. I wish her all the best and  would like to take this opportunity to congratulate her in welcoming her baby soon. Thank you for your time and effort in passing us the knowledge all these years :)