ULI Asia Pacific’s Post

My number one take away after being on the stage (again) in front of 500+ c-suite professionals. Yesterday was the third stage I was on for the Amcham-Brasil CEO Forum. This time in Recife. The theme for the conferences around Brazil is happiness as a business strategy. And let me tell you - there are a number of ways to bring this to life. It has been absolutely fantastic to be a part of it - and I genuinely feel that AmCham believes in this message and is passionate about getting it out there to as many people as possible. BUT…WANTING to get the message out there is one thing. WHAT actually RESONATES is another. I was SO honoured to be on the stage with Javier Constante, André Vicente and Charles Tokarski yesterday. We really wanted this message to cut through. I can’t tell you how powerful this panel was. We heard REAL stories of vulnerability, of authentic leadership and of purpose. Everyone was vulnerable, real, talked of self-awareness, of failures, and of the power of living life with intention. It wasn’t a PR stunt. It was true authenticity - and it oozed humanity. Maya (my 9 year old) was there on the day and before she went to bed last night she couldn’t stop talking about Javier’s words. And how much they touched her. She’s 9. He’s the Latin American President of Dow. THAT’S when you know you’ve touched people’s hearts. People want REAL. When you get that right, you make people FEEL something. You then create connection and belonging. And that is EVERYTHING. A MASSIVE thank you to Fabiola Rios, Maria Fernanda Angeiras, Thamiris Braga de Faria, Alessandra Andrade and Gustavo Henrique Queiroz for making this possible. So good to see you again Vinicius Kitahara. Three down. One more to go. Next time in Goiânia. If you are going to be there do reach out! Better People. Better Companies. Better World. #ReturnOnHumanity #ROH #FutureOfWork #RewiringLeaders #HumanCultures ~~~ ✨Keen to rewire your talent to create successful company cultures? For 20 years I’ve been doing it in a way that touches people’s souls. And creates waves. Reach out and I’ll explain more.

🌟 Get in the Driver’s Seat of DEI in Management 🌟 📅 Join us on February 28, 2024, for "Driving DEI in Management #3" at the Volvo Car Studio, Tokyo. This is your opportunity to engage with a diverse group of professionals dedicated to advancing Diversity, Equity, and Inclusion (DEI) in the corporate world, especially focusing on increasing the representation of women in management roles within the Japanese market. 🚀 What to Expect: Success stories: Learn from case studies showcasing how Scandinavian and Japanese companies have made significant strides in DEI. Collaborative learning: Engage in discussions to spotlight barriers, enablers, and gather actionable insights for refining DEI strategies in managerial roles for yourself and your company. Networking: Connect with peers and industry leaders from 17:00 to 18:30 to build a supportive community for DEI initiatives. 🎤 Hear from influential speakers from Volvo Cars, Ridgelinez株式会社, and AstraZeneca and contribute to a report that will capture key insights from the event. This event, supported by A.P. Moller - Maersk and backed by The Swedish Chamber of Commerce and Industry in Japan SCCJ, The Danish Chamber of Commerce in Japan DCCJ, the Norwegian Chamber of Commerce in Japan (NCCJ), and A.P. Moller - Maersk, is an invaluable platform for anyone looking to make a tangible impact in the realm of DEI. #dei #womeninleadership #inclusiveculture

More than 150 senior leaders from across Denmark gathered in Copenhagen this week for the 10th anniversary event of the Danish Chapter of Women Corporate Directors. Alongside our partners, Kromann Reumert, we brought together more than 25 panelists and roundtable hosts, as well as over 125 senior female executives, who together hold more than 400 board mandates. Our audience, which also included 25 international executives living and working in Denmark, discussed the impact of AI in the C-Suite and boardroom, and shared practical insights on how this technology can be deployed across their organisations. Our speakers included Nanna-Louise Linde, vice president of European Government Affairs at Microsoft, who shared her perspectives from her work at the EU and corporate level. She was joined virtually by Brad Smith, vice chair and president of Microsoft, who set out his viewpoint on the intersection between technology and society. In addition, a panel discussion featured contributions from Malou Aamund, Carsten Egeriis, Klaus Holse, and Natasha Friis Saxberg, who explained how they use AI across their executive teams. We also heard from Jens Bjørn Andersen, who delivered to call to action on AI from his leadership perspective. The event also considered the issue of diversity in Danish boardrooms. Our own Petra Helfferich presented the latest data from Spencer Stuart’s Nordic Board Index and explained that while some progress has been made, there remains much to do before true boardroom diversity is achieved: https://lnkd.in/ejC_UW6V “In the ten years that the WCD events have been taking place in Denmark, there has never been a stronger group gathered together for these discussions,” said Petra. “That so many senior leaders joined us reflected AI’s ever-increasing presence in C-Suite discussions. It was an honour to bring together so many senior leaders and help facilitate dialogue around these important issues.” #WCDDenmark

Dive into our most recent "It’s time to rethink private equity due diligence” thought leadership report by @Jay Scanlan, @Rachel Barton, @Martin T. Glenn, @Neto Alexander, and @Himanshu Patney, exclusively premiered at the Berlin SuperReturn event.  Read on to explore three approaches to turn the traditional due diligence process into a more dynamic, value-driven approach.

🔵🟡 Yesterday I had the pleasure of attending our parent company Invesco EMEA’s DEI groups event. Massive shout out to Devvya Sharma for organising such an inspiring event. I came away feeling energized by the discussions and insights shared. DEI is something I am incredibly passionate about. In today's interconnected world, DEI is not just a moral imperative but a business one. DEI networks foster environments where diverse perspectives are valued, driving innovation, creativity, and better decision-making. These networks empower employees to bring their whole selves to work, enhancing engagement and productivity. The event highlighted how important DEI networks are and how they can: 🔵 Enhance Global Collaboration by bridging cultural gaps and promoting mutual understanding. 🟡 Drive Market Growth - Diverse teams better understand and serve diverse markets. 🔵 Foster Talent Retention - Inclusive cultures attract and retain top talent from all backgrounds. 🟡 Encourage Leadership Development - DEI networks provide mentorship and growth opportunities for underrepresented groups. Oscar Armitage, Monica Danson-Scadden it was great connecting with you and hearing how passionate you are about the networks you are involved in. It’s also great to see sponsorship of the networks from people like Mark Bartley, Michael Isola, Adrian Mulryan Denise Slater and Rene Marston. Investing in DEI networks is investing in people and the future of businesses. Let's continue to champion DEI initiatives and create workplaces where everyone can thrive. Glad I work for a company like intelliflo that shares the passion. Invesco US Invesco Ltd. Invesco EMEA #DEI #DiversityAndInclusion #GlobalBusiness #Leadership #Innovation #WorkplaceCulture #womenintech #neurodiversity #leadbyexample

I am super excited to be Presenting the Keynote speech at the Asia Pacific Real Assets Association (APREA) Leaders’ Congress Women’s Luncheon in Tokyo this October. The topic, “Building Your Personal Brand as a Leader” means more than just highlighting your achievements—it’s about showcasing your unique approach to leadership. It’s about being intentional with how you present yourself, from the way you communicate to the values you embody. This process involves consistently demonstrating the qualities that set you apart, whether it's your leadership style, your ability to inspire others, or your knack for innovation. I’m so excited to share my story of how I have crafted a personal brand that embraces authenticity and strategies for navigating the challenges and opportunities of leadership. The Leaders’ Congress theme, A New Global Order for Real Assets, focuses on various investment opportunities in a multipolar world. Cross-border capital flows in Asia Pacific have shown a rebound this year, as investors capitalised on Asia Pacific's relatively strong economic fundamentals and attractive pricing opportunities across markets and asset classes. The consensus outlook calls for solid strides throughout the year as repricing sets new benchmarks for trade, and investors adapt their portfolios and strategies to the current environment. This will be my first time attending and I look forward to discussions on global megatrends, actionable granular opportunities within asset classes, asset allocation and investment strategies as the region continues to recover in 2025. Learn more about APREA's flagship conference and register here: https://lnkd.in/gXqRYaPS Thanks to Roberto Versace, MS, MBA and Sigrid Zialcita for this exciting opportunity! #aprea #womenempowerment #cre #womeninrealestate #womenleadership #womeninbusiness

I will be speaking here in 2 days. It is simultaneously a great honor to have been chose to speak, and completely terrifying. Speaking publicly about this topic is still well outside my comfort zone, especially with so many other incredible speakers. But that is why I instantly said yes, when Gracelandic asked me to be a panelist. One of the biggest problems in the DEI space - especially in Iceland - is the absence of the privileged voice. There is a certain place in the privileged journey which I describe as the "safe zone". It's when you have addressed many of your biases, acknowledged that there is a fundamental issue, acknowledged your privilege, but you fall into the "who am I to..." trap. Who am I to speak about topics I have never experienced myself? Who am I to speak about things I am only just beginning to understand? Who am I to push myself into spaces where I don't belong? Who am I to take attention away from the people that need it most? This is a very tricky place to get out of because it is just so safe. For me. I can see myself as someone who has "done the work", and wants to help, but I "can't be held responsible for others' actions" or "I don't want to be seen as the privileged savior" or any other ways of explaining it away. All the while never having to leave my comfort zone. I started leaving my comfort zone last year. And it's still terrifying. I might say the wrong thing. I might come across as holier-than-thou to other privileged people. I might come across as the "privileged savior" to everyone I want to help. I might this and I might that. There were several things which came together in my mind which lowered the threshold to leaving my safe zone. Just barely enough that I dared climb out and start to show up: 1. Instead of thinking that I should be held responsible for others' actions, I realized that I have something which I was not sharing. My platform. The things I say and do land in a different way because of my privilege. And if I am not using that platform, then I am not doing good. I am not having an impact. And so I resolved to be responsible for my platform having impact. 2. It doesn't have to be a lot. Even just a little bit of impact counts. 3. My value is not in being smart, clever, insightful. I'm not here to teach. I'm here to be a beacon to others like myself. A signal. Someone to help their path to join in be just slightly less scary. To welcome. I didn't have someone like this, and I'd like to be that welcoming signal to other privileged people. Join the conversation. Attach your platform to mine and let's talk. 4. These topics cannot be placed on the shoulders of everyone other than me and other privileged people. It just makes no sense. Staying out of this space is like saying to the wives of Iceland "Yeah, þriðja vaktin sucks. I'm sure you'll figure it out with your friends. I'm here for you when you do!" These are topics for everyone. Hope to see you there!

We're strengthening our CBD Circle.   The Council held our first CBD Circle Women's Luncheon of the year with more to come in the following weeks. Hosted at the cozy Straits Chinese Nonya Restaurant by Council Members Janet Ang and Steven Phan, conversations were lively and bountiful, yielding valuable insights particularly for aspiring board directors.   Among this first dynamic group of women leaders was a CFO of a media conglomerate, partners of leading financial services, advisory, and legal firms, a group controller of an international e-commerce business, a governance head at a global investment company, and a CEO and tech leader passionate about the blue economy; a few of whom have also stepped up to serve on corporate and public sector boards.    With Steven and Janet taking the lead, all were candid in their sharing and observations. Which meant a good part of the discussion quite naturally dived into the good practices that give would-be directors a step up in their board journey.    Of course, we had to share these pointers on preparing for a first board role here too:   💬 Refresh your online profile and boost your digital presence beyond mere job titles, showcasing the breadth of your expertise.   💬 Stay abreast of board matters to broaden your perspective and enhance your professional acumen.   💬 Foster meaningful connections and expand your network to gain a competitive edge. Recommendations from bosses, clients, and established board directors can bolster your profile.   Thank you all for the enriching exchange!   #boarddiversity #diverseleadership #womenonboards #boardofdirectors   Jamie Ang, Seow Chien Chew, Dr. Meri Rosich, Inez Ngian, Bock Eng Sim, Doreen Tan, Ai Chiat Wong

I really appreciate this honest and direct post. Diversity and inclusion in the Danish business talent market is vital and it 100% is dependent on leadership. Denmark is a small country with few 'degrees of separation' and I appreciate the reality that unconscious bias can result in recruiters and leaders focusing on what and who they already know in their network. However, as pointed out in this post, for Danish businesses to thrive leaders cannot use unconscious bias as an excuse but lead through awareness and conscious action to choose and attract diverse and inclusive talent. I have experienced first hand, applying for jobs in Denmark then finding out through back channels that the position was filled through a close network. The positions were advertised as a formality for only a few days before taken down and filled by the internal Danish network pre-decided and these people hired without formal interviews or standard testing requirements. Looking at the data below on the differences between women and men 'classroom to boardroom chair' for 21 of the largest Danish companies, there is such a difference as a percentage of population that should be addressed. I would also be interested to see the number of 'non Danes' that access board level jobs in Denmark (of all genders) for international companies where English is the primary language. In my opinion, this is about leaders being aware and being curious to challenge their unconscious bias and implementing clear actions to account for it. This starts with the board and CEO downwards then across and upwards. We should all lead this but it starts at the top who should have intention behind strategy and create a culture that is led by example. #diversityandinclusion #leadership #motivation #mindset #businessgrowth #innovation #changemanagement #executivecoaching

"Dare to set stretch goals – they might just take you to new heights you never imagined!" Reaching the summit of Kilimanjaro, traversing 19,341 feet and 4 climate zones, was a humbling experience that taught me the value of perseverance and mental fortitude. Sharing some business lessons I learnt along the way: - Vision and Preparation: Just as in business, having a clear vision of the goal is crucial. Climbing Kilimanjaro required meticulous planning, training, and preparation—reminding me that success in leadership is often determined long before the actual climb begins. - Resilience in Adversity: The path to the summit was anything but smooth. . A true leader must remain steadfast and adaptable, even when the journey gets tough. - Teamwork and Trust: No one reaches the summit alone. The camaraderie and support of my fellow climbers and guides were invaluable. Leadership is about building and trusting a strong team, knowing when to rely on others, and when to lead from the front. - Pacing and Patience: The key to summiting Kilimanjaro was a steady, consistent pace—pole pole, as they say in Swahili, meaning "slowly, slowly." Leadership isn’t about rushing to the top; it's about taking measured steps, being patient, and ensuring your team is with you every step of the way. - Celebrating Small Wins: Each camp reached, each milestone crossed, was a victory in itself. Celebrating these small wins along the journey kept morale high and motivation strong. In leadership, acknowledging progress, however small, is essential to maintaining momentum. - Staying Focused on the Goal: The final push to the summit, in the darkness before dawn, was the most challenging part of the climb. It reinforced the importance of keeping the ultimate goal in sight, staying focused, and pushing through when the finish line is just around the corner. Grateful to have experienced this. #LeadershipLessons #ClimbingToSuccess #BusinessSummits