“If today were the last day of my life, would I want to do what I’m about to do today?”

Saturday, May 1, 2021

Intellectual Humility - Nouman Ali Khan


Why Culture of Champions?

Why did you create the program “Culture of Champions’ (COC)?

I notice that there is a growing number of young graduates who have become overwhelmed with the constant changes that are happening in the world. After all, the world is developing at a rapid pace with various disruptive elements. For these young people, they are unclear on what they need to do in order to secure the jobs that they want. So, they end up with any other job that does not bring them any satisfaction nor relevant to their qualifications. Moreover, if they want to start a business, they struggle to create a business value that is sustainable. In the end, these young people become stressed and some will become depressed. 

It is true that the government and certain responsible parties have created various platforms in order to help the youth. However, the question here is that are they equipped with the mindset and foundational competencies that can help the youth to face these disruptive times? In my opinion, most of these efforts are done in a silo or in a non-integrated manner. In the end, many resources and efforts go to waste.

Ultimately, it is imperative for young people to be given awareness and developed. Seeing that they are the country's future, we cannot have them waste their potential.

Thus, I would like to introduce you to “Culture of Champions” (COC), a program that is systematic and integrated with the sole purpose to guide the nation’s youth. With its motto being, “To inspire people to do things that inspire them” (COC Brand Essence), COC wants to build a world that fulfills its aspiration, “A world where there is a Growth and Sustainable Life” (COC Brand Vision).

This aspiration can be achieved by ensuring that young people embody COC’s mission which is “To help humanity thrive by enabling them to lead anytime, anywhere” (COC Brand Mission). God willing, COC will deliver its promise which is “To help build the ability to achieve goals at the most optimal resources objectively” (COC Brand Promise). I believe that youths that have undergone COC will be sought after in any industry.

In order to achieve the items listed above, COC prioritizes these values “Contribution + Open Minded + Collaboration” (COC Brand Values). God willing, anyone who upholds these values will reap the benefits from COC.

I am committed to guiding those who are interested in COC and wish success for themselves. Fair warning though, I will also require commitment from you. It takes two to tango after all!

Please contact me if you would love to learn more about COC.

Nilai Teras TNB No 6: Prihatin


Apakah bukti bahawa kita mampu #Prihatin (TNB Core Values yang keenam)?

Berdasarkan takrif bullet point #Prihatin ini, semak diri kita berdasarkan persoalan-persoalan berikut;

Apa peranan saya dalam tugas saya?

Saya faham dan amal nilai utama TNB?

Saya memahami orang disekeliling dan persekitaran saya?

Saya menghormati orang disekeliling dan persekitaran saya?

Saya prihatin orang disekeliling dan persekitaran saya?

Saya memelihara keselamatan warga kerja dan persekitaran?

Saya memelihara kesejahteraan warga kerja dan persekitaran?

Jika tindak tanduk kita mampu mengatakan ya kepada persoalan-persoalan di atas, itulah bukti kita #Prihatin!

Nilai Teras TNB No 5: Berwawasan

Bercakap tentang mengamalkan #FowardThinking (TNB Core Values yang ke lima) berdasarkan bullet point ini, jom kita mulakan dengan bual-bual sesama kita sama ada elemen-elemen ini wujud dalam tugas kita sekarang …

Berani berubah

Berani mencabar kebiasaan

Sentiasa tangkas (agile)


Komited kepada kemampanan (sustainability)

Membuat keputusan berdasarkan maklumat tepat

Belajar daripada kesilapan

Seterusnya jom cari jalan bagaimana nak hadirkan elemen-elemen ini dalam tugas kita secara berterusan!

Nilai Teras TNB No 4: Mengutamakan Pelanggan

#CustomerCentricity bermaksud setiap keputusan dalam melaksana perkhidmatan kita (termasuk hal operasi yang berkaitan dengan perkhidmatan tersebut) dipandu oleh apa yang diperlukan dan dikehendaki pelanggan.

Bagaimanakah kita boleh mengamalkan maksud #CustomerCentricity diatas serta kesemua adab-adab dalam bullet point, #CustomerCentricity ini (TNB Core Values yang keempat) secara terancang dan berterusan?

Untuk itu, kita perlu menggunakan satu alat yang sesuai dan alat itu ialah Business Model Canvas (BMC). Bagi yang telah pun memahami BMC, kita dapat lihat dengan jelas bagaimana menerusi BMC ini, segala urusan dalam perkhidmatan kita itu difokuskan untuk deliver segala keperluan dan kehendak pelanggan secara terancang dan berterusan.

InsyaAllah, pelanggan kita akan seronok!

Hubungi saya jika anda berhajat untuk menggunapakai alat ini.


Nilai Teras TNB No 3: Profesionalisme

Bila meneliti adab-adab dalam mengamalkan makna professionalisme seperti yang tersenarai dalam bullet point #Profesionalisme (TNB Core Values yang ketiga)  ini, saya teringatkan erti profesional yang dikongsi oleh seorang alim …

Beliau menyatakan seorang yang profesional itu bermula dengan beliau sendiri nampak dengan jelas bagaimana perkhidmatan beliau memberi nilai kepada orang yang memerlukannya.

(Nilai disini bermaksud bagaimana perkhidmatan yang diberikan menjadi solusi kepada masalah/cabaran yang dihadapi oleh orang lain).

Lagi beliau jelas dengan nilai perkhidmatan beliau, lagi kuat sebenarnya untuk beliau mengamalkan adab-adab seperti dalam bullet point ini.

Sebagai satu renungan, adakah kita sendiri jelas dengan nilai perkhidmatan yang kita berikan kepada orang menerusi tugas kita?


Nilai Teras TNB No 2: Kerjasama

Pengalaman menunjukkan bahawa bekerjasama merupakan satu elemen yang sangat penting dalam menjayakan sesuatu usaha itu. Namun, jika kita berani berterus-terang, ramai diantara kita sebenarnya menghadapi masalah untuk bekerjasama. Apakah puncanya?

Antara punca utamanya ialah kita lupa untuk meletakkan keutamaan bahawa diri kita sendiri perlu menjadi ahli pasukan yang sudi menyumbang (contributing) kepada kejayaan pasukan kita.

Sebagai ahli pasukan, perkara yang perlu disumbangkan (contribute) ialah seperti yang tertera dalam bullet point Core Values TNB yang kedua iaitu #Kerjasama #Collaborative

Bayangkan, apa terjadi kepada kumpulan kita, khususnya dan TNB, amnya bilamana kita mula mengamalkan adab-adab ini dalam tugas kita …

Mmm … no wonder TNB menjadikan #Kerjasama #Collaborative sebagai Core Values TNB yang kedua!


Nilai Teras TNB No 1: Integriti

#Integriti merupakan Core Values TNB yang pertama.

Apakah isu-isu dalam tugas kita yang mampu diselesaikan bilamana kita sama-sama mengamalkan adab (behaviours) seperti yang terkandung dalam bullet points ini?

Apapun, lagi kuat kita nampak adab (behaviours) ini mampu menangani isu-isu tersebut, lagi tinggi kekuatan kita untuk mengamalkan adab (behaviours) ini.


Aspirasi TNB

Bagaimana kita boleh membantu mencapai Aspirasi TNB ini?

Satu Kaedah …

Bincangkan dengan kumpulan kerja masing-masing bagaimanakah menerusi peranan yang dimainkan oleh kumpulan kerja kita boleh membantu mencapai apa yang terkandung dalam setiap 4 kenyataan berbingkai warna merah dibawah. (keterangan rasmi mengenai Aspirasi TNB ini)

Apakah kebaikannya?

Kumpulan kerja kita tidak perlu menwujudkan aspirasi kumpulan kerja masing-masing dan semua kita boleh berpegang kepada satu aspirasi yang sama tidak kira dimana kita berada dalam TNB ini.


Matlamat TNB

Bagaimana nak amal Matlamat Bersama TNB ini?

Satu Syor.

Apa kata setiap kali kita jejak kaki datang bertugas di TNB ini, kita memasang niat ...

Bahawa saya (dan mengajak sahabat saya yang lain) akan cuba untuk menerangi kehidupan orang disekeliling saya/kami menerusi tugas saya/kami dengan mengutamakan penyelesaian yang inovatif dan mampan (sustainable).

Bila niat ini dilaksanakan, dengan izin Tuhan, saya yakin ianya dapat membantu menjadikan dunia ini lebih sejahtera.


Friday, March 12, 2021

Asma-ul-Husna The 99 Names Atif Aslam




Whenever your team suggests a pathetic idea, encourage them to brainstorm and think more- to dig deeper. Instead of dismissing the idea altogether, tell them that you like the thought behind it or its element. Ask them for further suggestions, or ways they would criticize their ideas. And if they do, what are the necessary solutions they would come up with to eradicate the said criticisms. In this way, you forge your employees to look deeper and analyze their ideas. Who knows, you might even stumble onto the holy grail of your next mastermind project this way!



Often the person who tends to come up with inappropriate ideas is misguided about the company’s purposes and goals. Assigning a mentor to help this situation can work wonders. They can guide your team through and rectify the goals and aims of your company, state them through distinct, obvious speech to your employees instead. This can either be a temporary or a permanent solution, but if this could prevent the frequent popping of bad ideas for the upcoming business meetings, why not? Keep conducting periodic check-ins to allow course corrections before the completion of a project.



Make diplomacy and concord your prime weapons. As much as you cannot dodge the popping up of an idea that might not align properly with the prospects you’re trying to chase, turning down the idea altogether can make you come off as bossy and unapproachable. The recipient of your turndown might be capable of formulating better ideas for some other project. Don’t lose out on that.

Instead, come to a middle ground. Be diplomatic in your approach, acknowledge their idea politely- you don’t have to necessarily take it up. When your whole group is heading towards one single direction, chances are the outlier will fall in line too, even if they think that their idea outdid yours. This strategy will not only help you decline the idea politely but will also prevent your employees from stating ideas all together in fear of rejection. They’ll bring their thoughts to the table, you just have to weave them together whichever way best suits you.



Often we tend to form a small little checklist of what a good idea is. We’re always so surrounded by the company’s objectives, products, and primal goals that we restrict our idea of a ‘good idea’ be based upon only one primal aim. This could harm the development of your business. Maybe the idea you perceive as ‘not so good enough’ is good but just doesn’t check all the points on your ‘good idea’ checklist. The bad idea might have grown out of this ‘bubble’. Breakthrough your bubble of thought where a single perspective dominates. Try to look at the bigger picture.



It’s very much possible that whatever perspective that failed to be a good one according to you, might work otherwise for someone else. Accept and invite their takes and thoughts too. Asking for various opinions from your trusted colleagues only gives you numerous workarounds to your project. It will make it easier for you to pen down the ideas that you foresee taking your business venture forward. If Newton could devise his whole theory on gravity just by seeing an apple fall from the tree, you never know what life-changing perspective you might stumble across just by asking for help and advice from a few more people. If at all you find an opinion not quite working for you, you have the option of dropping it anyway.

Being the mastermind of your own business teaches a lot of human values and work ethics. Ways to propagate agendas the right way, negotiation and improvisation, teamwork, and most of all- how to maintain healthy human connections. It’s a given that taking a business forward will make you face conflicts, differences in opinion, and disagreements. You have to handle them gracefully. Acknowledge your employees, appreciate their efforts, be the mentor that they need. After all, they’re only looking up to you.

As Phil Jackson said, “The strength of the team is each member. The strength of each member is the team.” Acknowledge, appreciate, and grow!



You can never educate a person without giving them counterexamples.

Counterexamples have a way of teaching a person exactly why the actual idea is better and is capable of sustaining in the long run. So next time, instead of getting annoyed at another bad idea- sit down and teach them about it. Take the opportunity to fulfill your role as a mentor, and teach them why their idea isn’t functional and what they can do to better it. This way, you’ll not only get to connect with your colleague on a one on one basis but also help them have a clearer understanding of the project. Dismissing their ideas altogether can discourage them and make them unwilling to contribute any more ideas in the future. Them coming forward and bringing their ideas to the table is proof of the fact that they are willing to contribute to the success of the company, it’s ideals and it’s goals. Cherish it!



Instead of showing complete disregard for another seemingly foolish idea, criticize your colleague’s idea by communicating constructively. Indulge with your team in questing the loopholes that may be present, and the needed fixes that it might require before being implemented. Revise the idea time and again to identify potential pitfalls and drawbacks and brainstorm the workarounds for them. Be supportive and encouraging towards your team. Not only does it help you build a healthy relationship with them but it also prevents the formation of a toxic work environment.



At times when your team member happens to suggest the worst possible idea, it could be that his understanding of the goals and visions of the company could be unclear. It’s best to open the floor for interrogation then, letting them ask what makes their idea incapable and why. You have to then clearly communicate on what grounds did you decide to shut the idea out, or why. Communicate the primal goals and aims of your project, host discussions about them, the resource budgets, and the time frame. Let every employee suggest their visions and versions of the aim, and it’s your responsibility to interrogate further based on why’s and how’s and correct them where they are wrong. Communication is the key. Make yourself approachable enough for them to ask their doubts freely.



Sometimes when you’re presented with a bad idea, and you build on it- you can come across something more valuable and meaningful. You would not even know how digging deeper or building on into ideas can uncover some rare gems that you’ve been questing for. So next time there’s a rotten idea, explore it. You never know when you might produce a good idea and will thank your stars that the respective employee brought out the precursor idea in the first place. This way, you won’t lose the good ideas that might come from them in the future either. Discouraging and demotivating through dismissal shouldn’t make it to your list of organizational skills.



The only way your employees could be going haywire with bad ideas and wrong perspectives is when your company’s goals and aims aren’t distinct. Make it a point to convey your company’s aims and visions as clear as a crystal. It will help your employees and colleagues to have a parameter to base their ideas off. Once you make the purpose of your company clear and make your colleagues understand it on a deeper level, they’ll be able to align their strategies and ideas better. And if any idea that they state doesn’t sit well with the prime goals of your company, it’s better to nip them in the bud. Remember, you can endure and deal with probabilities, not impossibilities.


Business endeavors demand patience and grace. When you are working with a team, you come across various individuals that are bound to make you stumble upon situations causing disagreements and differences in opinions. A primal sign of swell entrepreneurship is the capability to delve into the root cause of such problems and address the issue gracefully. You’ll have to find alternative, constructive ways than just disregarding the employee and team members who might not be at their best at the moment.

Whenever you take up a business venture or a new project, chances are that you’ll come across a lot of bad ideas while laying the basic foundation and goals of your company on the table. To deal with them appropriately is necessary. Instead of shutting the idea down altogether, or discouraging your employee indirectly by disregarding it, you can try implementing fruitful alternatives to approach the solution. You can try exploring the idea further, mentoring them instead, or even changing your perspective a bit!

The possibilities are endless, and if you want to master the art of being a great leader, here’s 13 ways in which you can address bad ideas that might be brought to the table during a business venture.



This is where your role as a mentor and a teacher comes into the picture. Whenever someone suggests a rotten idea, ask them to dig deep into it. To explore the idea further, jot down the prospects and the pros and cons. Ask them to carry on with deeper research and the possibilities that the idea’s results can be fragmented into. Chances are, in this process they will themselves realize that the idea they suggested was not up to the mark or wrong. It will help them recognize and acknowledge the loopholes they overlooked while stating it, making them rectify their mistakes. And if this fails to work, you have to take one for the team and explain it to them; honest and upfront, as to why their ideas are not functionally aligning with the goals of the project and how. If you want to be a good teacher, you are bound to come off as the bad guy at some point when you take a step to rectify your students. Don’t stress about it much, such moments come and go.



If your idea is too complicated, it will fail to work. Because when the formulator of the whole idea is himself confused o about the complexities of it, chances are it won’t sustain. So if a stinking idea comes up, it could be possible that the employee of yours is having difficulty deciphering the bigger picture. Explain your plan in simple terms to present him with a clear picture. Break it down into bits and parts, sectionalize and explain every nook and corner of it so that it’s easier for your colleagues to take it in.



The more you strive to get your team involved in brainstorming ideas and finding solutions, the better ideas will you see served on your plate. The more you’re successful in engaging people in generating ideas and formulating them, the more involved they are going to be in the outcomes as well. This process will increase the feedback and work input from your team’s side exponentially. Top many cooks spoil the broth, but too many ideas don’t! Keep the ideas coming. You have the chance of taking it or dropping it anyway. You can not go wrong in increasing the involvement and fetching as many ideas as possible.



Every person is capable of coming up with innumerable perspectives and takes on one single idea. If a bad idea is brought to the table, instead of shutting it out and discouraging your employees altogether, try to gain a different perspective upon it. A bad idea can be capable of working as a boon in some other aspect, even if it acts as a ban for one. For example, if you’re discussing marketing strategies, maybe an idea is incapable of filling in as a long term marketing solution, but it can work impeccably in the short term sector. Or maybe some suggestions can’t work well in skyrocketing your customer base, but can surely work well as an intern strategy. The ways you can look up a suggestion are endless. Analyze it from different angles. You’ll never know when a boon has presented itself in the disguise of a ban!



The next time you see a bad idea popping up in your business meeting, halt the flow and investigate your employee or colleague further on how they see the idea working out. Questions like “What are the downfalls that can occur?” or “What are the stakes and why are they worth the risk according to you?” or maybe “How do you see this as efficient enough in the long run?” and so forth. At times it happens that not-so-good ideas that they state don’t stem from a lack of understanding the vision or aim or goals of your company or your project- but rather their inability to frame the right words to express themselves or to approach a problem with the correct creative framework. This way you could get a chance to find the root cause of the problem, and also connect with your employees better.



This is an obvious one, we know, but the concept of it is still an important one. After all, many people have their own version of financial independence. Not only that, but sometimes you have to settle with the fact you can’t quite reach financial independence yet.

According to the supersavers, financial independence means having enough money to pay the bills and expenses while living the lifestyle that you want to have. All the while, you’re not relying on your parents or other family members for support.

Financial independence means that to most supersavers, but the definition can also extend to them never having to work for money in some cases.

To most of those surveyed, the top definitions are described as being able to pay bills without worry, still being able to pay bills if they lose their job, not having credit card debt, and being able to splurge.

Based on those definitions, 54 percent of supersavers say they are financially independent, 41 percent aren’t, but have a path to get there. Only 6 percent say they’re not financially independent.



Another good habit that you want to get into is checking your accounts on the regular.

Especially your bank account. This is a big problem as many people aren’t always aware of how much money they actually have. Many believe they’re richer than they are led to believe when that’s not the case.

Checking your bank account on the regular allows you to bring yourself back to reality and helps you to focus in a sense. As soon as you know how much you have left, you’ll know if you need to be saving more or can justify other plans that you have.

From the survey, 86 percent have somewhat or strongly agreed to checking one’s bank account.



While there is still a pandemic going on with plenty of losses and suffering as a result, you shouldn’t let that news get in the way of your finances. While the economy is in disarray, it’s still marching on and you’ll want to be part of that too as much as you can.

This is the sort of attitude that supersavers have. Over half – 57 percent – of the survey respondents stated they are planning to save the same amount of money as they did last year. Only 31 percent have said they’ve made no financial decisions or changes due to COVID.