Schedule of Day 1 | 22 June 2022
For my workplace
8:45 a.m. Virtual Platform Login
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9:00 a.m. Welcome address
Executive Director, LCCS
9:15 a.m. Speech by Guest-of-Honour
Mr. Masagos Zulkifli
Minister for Social and Family Development
Second Minister for Health & Minister-in-charge of Muslim Affairs
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9:30 a.m. Keynote Address: The Future is Ancient
Senior Family Business Advisor, Compass Point Consulting, LLC
History does not inevitably bend toward progress. In fact, history is replete with examples of humanity regressing in various ways. Our current reality is no different. Our world is faced with a period of great upheaval. In the midst of this uncertainty, one thing remains true. Namely, that human beings have the same fundamental and needs of belonging, voice, and agency in their relationships with others that they have had throughout all of human history. To guide the way forward, we must look to what has always been true about individual human dignity and the collective practices that protect and encourage its flourishing.
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10:00 a.m. Dialogue 1: Creating an Inclusive Workplace
As working individuals, we spend many hours of our day at the workplace. For many, the workplace has become a second home where we forge meaningful bonds with others. As such there is a great importance to create a conducive workplace where individuals feel safe, included and valued.
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Speakers:
Director, Kincentric Singapore
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Senior Vice President, Diversity, Equity and Inclusion at Athene &
Owner of The Great Frame Up
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Executive Director, LCCS
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11:00 a.m. Kincentric's Best Employers Awards
Presented by Mr Eric Chua
Senior Parliamentary Secretary, Ministry of Culture, Community and Youth &
Ministry of Social and Family Development
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11:30 a.m. Concurrent Breakout Sessions: For my workplace
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Session 1: Relationships Count in Engagement and Effectiveness of Employees
Award-winning HR Practitioner
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Elizabeth’s session will characterize the three levels of relationships in organisations, from social relationships, relationships between co-workers and enhancing team and collaborative spirit, to understand how relationships affect employee engagement, and how these correlates to organizational performance. Organizations with higher engagement scores have higher profits, better growth and less employees’ productivity issues such as absenteeism, sick or unpaid leave and low morale. Steps to improve relationship and employee engagement will also be introduced on how to conduct effective conversations, to energise, engage and influence in an intentional way. Steps to improve relationship and employee effectiveness will also be shared through the process of FEED.
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Session 2: Best practices for organizational and relational management
Associate, Forest Wolf
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What are the best practices for organizational and relational management after 2 years of pandemic? Building on the latest scientific research, we explore skills to set you up for success: empathy & empathic communication and assertiveness & boundaries . This workshop will demonstrate how these skills are practical, timeless and timely!
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Senior Lecturer, Department of Management & Organisation
National University of Singapore (NUS)
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The great resignation has been a heated topic during the pandemic. Employers and employees have experienced more than two years of work from home (WFH) experiments. Now as the situation changes, many countries have cancelled quota restrictions and allowed full return to office (RTO). This has driven organizations to reset their flexible work policies and many have started to shift their employees back to the office. For example, Apple has been gradually moving its people back to the office in May. Meanwhile, some organizations, such as Airbnb, have recently declared “the office is over” and are allowing their employees to work remotely permanently. Some employees have embraced RTO wholeheartedly as they have long wished to meet and work with their colleagues in the workplace. Others have quit their jobs, or plan to, because of RTO.
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The main reason for RTO is to foster company culture and bonding as people lost connectivity and felt lonely when working remotely. If work culture is the concern, the question is, can we create a positive culture through rethinking flexibility at work? What are the principles to look into so that we can continue to engage our people and build up relationships in a hybrid, in-person, or fully remote model? To what extent can leaders lead the flexibility change, and work with their employees to create a positive culture post-pandemic? It’s time to reflect on the past two years – what worked well and what can be improved – and brainstorm what can be continued and what can be abandoned to create the new paradigm. The reimagining of the future workplace is an invitation for all and we shall discuss it in the session.
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Session 4: Empatherapy (ETP)
Senior Personal Supervisor, Singapore Prison Service
Ahmad Syaadiq Bin Mohammed Musni
Senior Personal Supervisor, Singapore Prison Service
Correctional Rehabilitation Specialist, Singapore Prison Service
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Empatherapy (ETP) is part of Singapore Prison Service (SPS)'s larger Restorative Practices (RP) initiative to strengthen relationships within the prison environment. The work of ETP focuses specifically on engaging participants through proactive circles, where they discuss topics planned by ETP facilitators.
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The presentation will cover the genesis and evolution of ETP in Institution B1, its processes, and its impact on the inmates and staff. We will hear from a few inmates and staff on their experiences in participating in the circles, the challenges that they faced and how they overcame them. Evaluation findings of ETP and its implications will also be explored in this presentation.
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12:30 p.m. End of Day 1
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