The KYA Group’s Post

Opportunity

I'm pleased to observe Informa Markets as they compete with RX Global by acquiring established exhibitions (Peter Hall is interesting person). What remains unclear to me is their continued use of less popular lead generation solutions like Swapcard. On every exhibition, I see only 5-10% of visitors downloading it from the Google Store, and I periodically share this statistic in my feed. Fundamentally, the main reason (93% of respondents) brands spend money on building booths is to generate leads from visitors. We use our own tool, Expochats, which is more powerful than both RX's ColleQt and any other non-downloadable one-day apps used at exhibitions.

My long-life passion for diversity and cross-cultural communication and cooperation has been fulfilled in my AVECO engagement I find working and supporting people from different cultures to be both rewarding and challenging. Every single day, every meeting with my colleague brings something new, new learning, new information, and some surprises too. In the last week at the NAB show (National Association of Broadcasters) in Las Vegas, I have had a lot of learning opportunities and though I concentrate on keeping my eyes and ears open they have opened even more! Cultural differences significantly impact negotiations and business etiquette. For example, where some cultures may expect a firm handshake and eye contact at the start of a meeting, others may consider a bow or a nod more appropriate. A study found that negotiators who are sensitive to their counterparts' cultural backgrounds can achieve up to 42% higher joint gains (Brett et al., 1998). Negotiating styles and acceptable approaches can vary across cultures, requiring businesses to adapt accordingly. Another example: Western cultures often value direct communication and assertiveness in negotiations, while Eastern cultures prioritize indirect communication and relationship-building. Cultural norms regarding business attire, gift-giving, and punctuality also differ considerably across cultures, necessitating understanding, and adherence to avoid offense. This sensitivity to cultural norms also extends to the understanding of job titles. Working on a company org-chart is one of the topics where I have to bear in mind that the same job title means different things according to the culture. My learning: always discuss with your colleague, with the new hire not only the job description, duties, and responsibilities, but together with their position in the company structure how it is appropriate to name his function/role in his market. Manager in Europe, Director in the USA. Director in Europe, Vice-president in USA, etc. Being aware of all little details is part of my HR job I love. Thanks go to my international colleagues and friends for their guidance and patience. #AVECO #welovetoplay #crossculturalcommunication

𝐋𝐄𝐀𝐕𝐈𝐍𝐆 𝐘𝐎𝐔𝐑 𝐂𝐎𝐌𝐏𝐀𝐍𝐘? 𝐊𝐄𝐄𝐏 𝐓𝐇𝐄 𝐅𝐑𝐈𝐄𝐍𝐃𝐒! A month ago, I went on a short vacation to Taipei. I met two ladies from my Heineken days: Erica Sun and Rebecca Kuo. We spent a whole Saturday morning together, having a laughter-filled brunch. While The HEINEKEN Company is our common denominator, we share more than just that. Erica and I are passionate about HR and coaching. We also both previously worked at Pharma. Rebecca and I come from different departments. But many years ago, we both worked at P&G Taiwan. As such, we “grew up” with the same foundation and have many common friends. 𝐖𝐞 𝐜𝐚𝐧 𝐚𝐥𝐥 𝐥𝐞𝐚𝐯𝐞 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐰𝐞 𝐰𝐨𝐫𝐤 𝐟𝐨𝐫, 𝐟𝐨𝐫 𝐦𝐚𝐧𝐲 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭 𝐫𝐞𝐚𝐬𝐨𝐧𝐬. But oftentimes, 𝐢𝐭’𝐬 𝐭𝐡𝐞 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐰𝐞 𝐦𝐚𝐤𝐞 𝐢𝐧 𝐭𝐡𝐨𝐬𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐭𝐡𝐚𝐭 𝐭𝐫𝐮𝐥𝐲 𝐦𝐚𝐭𝐭𝐞𝐫. 𝐌𝐨𝐯𝐢𝐧𝐠 𝐨𝐧 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞𝐬𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐧𝐞𝐜𝐞𝐬𝐬𝐚𝐫𝐢𝐥𝐲 𝐦𝐞𝐚𝐧 𝐦𝐨𝐯𝐢𝐧𝐠 𝐨𝐧 𝐟𝐫𝐨𝐦 𝐭𝐡𝐨𝐬𝐞 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬. After all, 𝐰𝐞 𝐚𝐫𝐞 𝐦𝐨𝐫𝐞 𝐭𝐡𝐚𝐧 𝐣𝐮𝐬𝐭 𝐨𝐮𝐫 𝐣𝐨𝐛𝐬 𝐨𝐫 𝐨𝐮𝐫 𝐭𝐢𝐭𝐥𝐞𝐬. →So, 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐚𝐧𝐝 𝐜𝐡𝐞𝐜𝐤 𝐢𝐧, even though the job no longer requires you to do so. →𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐦𝐢𝐥𝐞𝐬𝐭𝐨𝐧𝐞𝐬, to show you care. →𝐇𝐞𝐥𝐩 𝐲𝐨𝐮𝐫 𝐞𝐱-𝐜𝐨𝐥𝐥𝐞𝐚𝐠𝐮𝐞𝐬, when they ask for it. 𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫, 𝐣𝐮𝐬𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐲𝐨𝐮 𝐥𝐞𝐚𝐯𝐞 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲, 𝐲𝐨𝐮𝐫 𝐟𝐫𝐢𝐞𝐧𝐝𝐬𝐡𝐢𝐩𝐬 𝐝𝐨𝐧’𝐭 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐞𝐧𝐝. How have you kept in touch with colleagues-turned-friends in your career journey? #friendsatwork #relationships #weareheineken #procterandgamble #authenticity #CareerConnections #OfficeFriendships #BuildingRelationships #taiwan

Embracing a non-hierarchical culture At Dari Mooch, one of our core principles was to build a company without a hierarchical and 'seth' system dictating the value of work. No one should ever feel that any task is beneath them. As founders, we committed to doing any work that needed to be done, no matter how basic it seemed. This approach was put to the test when one of our associates was tasked with checking pre-production samples in cartons at procurement facilities. He claimed the work was beneath him, stating that he was overqualified. We had to let him go because we were committed to fostering a culture where no job is considered too menial for anyone. Our belief is simple: every role is important, and every team member, from the office boy to senior executives, is valued equally. For instance, we celebrate the birthdays of our office boy with the same enthusiasm and respect as we do for senior-level employees. As leaders, it is your responsibility to demonstrate that no task is too small by participating in everyday tasks. This sets a powerful example for the rest of the team and helps them feel included and valued. *photo from our annual dinner in 2021 (with all support team members)

🌍 Diversity in Action: The Power of a Cross-Cultural Team 🌟 At Ozank, we believe that greatness happens when people from diverse cultures, backgrounds, and perspectives come together. Our team isn’t just global in origin—it’s global in outlook, fostering innovation, creativity, and empathy in everything we do. By blending different ideas, experiences, and traditions, we’re not only solving challenges but building solutions that resonate worldwide. This isn’t just about teamwork; it’s about bridging borders, embracing differences, and creating something truly unique. Together, we’re proving that diversity isn’t just a value—it’s our greatest strength. 🤝 #DiversityMatters #GlobalTeamwork #OneTeamOneDream #ozank

To be on Assistantly's leadership team, there’s ONE non-negotiable requirement: 1. Set up a good LinkedIn profile. 2. Post 3x per week. Why? My #1 job as an employer is simple: Coach and mentor people for future success. I believe a strong personal brand is the BEST way to level up and move forward in your career. And no matter where my team goes from here, they deserve to have a strong platform to launch from. I know many of our employees won’t be at Assistantly forever. That’s something to be celebrated. 🎉 And although we’ll do our best to make staying here a no-brainer… They’ll move on to bigger opportunities. Start businesses of their own. Take on side clients. My only job? To promote and build them up, whether they stay here or move on to bigger and better things.  Here’s how it works: -The company pays for their time writing and posting. -We have a Slack channel where we cheer each other on. -Everyone has access to a handy voice guide with topic suggestions for inspiration. So if you aren’t yet, go follow my incredible team: Emmy Hudson, Megan O'Brien, Makela Vano, Joyce Golden, Bailey Bigelow, & Kate Gelogo.

This is exactly what it’s all about! We’re so proud to see Mahonri’s journey from Virtual Assistant to Team Lead—proof that when you combine talent, determination, and the right support system, you can surpass every expectation. At Agency VA, we believe in building leaders and celebrating each individual’s unique potential. Let’s keep thinking big and pushing boundaries together! 🚀🙌 #Leadership #GrowthMindset #AgencyVA

Recently I had a candid chat with one of my ex-colleagues who is still associated with a big MNCs. While discussing about the work culture we have in our organization, I realized that how my ex-colleague was just not enjoying his job. Apparently, he was impressed with the work culture I described. Despite working for big giant, he is not satisfied because of his monotonous role. He is Looking for better opportunities in terms of growth and diversified work where he can learn more. While he was expressing some short comings of MNCs,I realised, lets highlight the differences. Here is what is the outcome of our candid conversation! Note: This is based on experience i had with multiple employees at various organizations. It may vary as per different employees.