A: 705 Serangoon Road, Block A #03-01
@Kwong Wai Shiu Hospital Singapore 328127

T: (65) 6251 2561

F: (65) 6291 1076

E: pohkiangt@hcahospicecare.org.sg

© 2019 by 200K For 200K.

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See how much has been raised thus far from our fundraising counter, updated regularly.

Last updated:  19/3/2019

NEWS

Salt & Light reveals and details the motivations and aspirations behind Dr Tan Poh Kiang's fundraising cause, as well as the passion and inspiration behind his support for HCA's work in palliative and hospice care.

Read more to hear Dr Tan speak about his personal journey through the years of following his calling, and using his unique talents to do good.

Article can be found here:

http://saltandlight.sg/news/running-200km-in-45-hours-hospice-president-dr-tan-poh-kiang-says-it-is-gods-path-for-me/

On 3 March 2019, Dr Tan Poh Kiang was featured on the Sunday Times (page B9 of the Insight Section, or article found online) - the article featured his individual experience finding his calling to serve others as well as his motivation to run an ultramarathon to support HCA and its work. 

Find out more about the race and his journey of volunteering and running for a good cause, and don't forget to check out the Straits Times video!

Video and article can be found here:

https://www.straitstimes.com/singapore/this-doctor-is-set-to-run-200km-in-44-hours

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Culture




Culture is a difficult word to define but an easy phenomenon to feel. You can walk into any organization and feel its culture almost immediately. Culture is, in a nutshell, the sum total of the ideas, the customs as well as the social behaviour of any group of people. More specifically, social scientists have described three levels to culture:

1. What we see (Behaviors, systems, policies and processes surrounding the way things are done)

2. What we say (Ideals, goals, values, and aspirations set by leadership)

3. What we believe (Underlying assumptions that guide behaviour)


When our CEO Angeline Wee came onboard to join us in 2015, I recalled teasing her by calling her our Chief Culture Officer. My theory to her was that if she could influence the culture appropriately, she could bring about any change she desired. The pivotal role of organizational culture in strategic transformation has always been underestimated and neglected. There is an urban legend that is attributed to the great Peter Drucker when he was quoted to say: “Culture eats strategy for breakfast”. Even if the source is unverifiable, I believe the logic holds true.


In general, I am against anything that is top-down. The only exception is culture; creation of the right culture is a leadership responsibility and therefore it is by necessity driven from top down. My army boss years ago used to put it in a crude but easy to understand manner: shit flows downwards. He was an old school commander who believed that if leaders behave poorly, that misconduct would spread like wildfire through the rank and file.


There is a ton of literature on the subject that really befuddles. However if you accept it as your leadership function, it will begin with defining what we stand for. Our people need to hear us articulate what is the bedrock of values, ideals and principles. They need to understand why. They need to feel our conviction not merely through our words but mostly through our lifestyle and daily behaviour.


I learned early in my journey that no matter how loudly I speak, nobody will hear what I say if my actions contradict my words. The leadership of any organization must walk its talk if cultural elements are to take root.


A critical mass of people led by exemplary leaders forming habits aligned to shared values and ideals is culture in motion. Given enough time and iterations, this community develops a distinctive culture that defines who they are and their reason of being. Such a community will change the world.




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