Impact Clarity Workshop
1 day | Individual focus | Facilitated by meHelps employees understand where their effort makes a difference, prioritise work under pressure, and explain their contribution clearly in everyday work conversations.
People are working hard but results are inconsistent.
Your organisation has hired the right person for the right job.
Their KPIs have been set. Everyone is busy chasing their targets.
Yet their results are not consistent.
And under increasing pressure, you know it will be hard for them to achieve this year’s targets.
What leaders are seeing
HR and leaders in your organisation often describe it this way:
“A lot of effort, but the output doesn’t reflect the effort.”
“We keep adding improvement projects, but day-to-day work doesn’t improve.”
“People work hard, but ownership is not always clear, so accountability becomes blurred.”
Why this keeps happening
In most cases, the issue is not effort, but lack of clarity and difficulty sustaining performance.
In many roles, priorities change faster than they are clarified. Important work competes with urgent requests, and focus is spread too thin. Over time, work continues, but execution becomes reactive and harder to maintain.
Performance suffers not because people are unwilling, but because effort is misdirected and difficult to sustain consistently.
My Approach
My work focuses on one practical driver of performance that is often overlooked: clarity of effort in day-to-day work.
Rather than pushing people to work harder, I help teams become clearer about where their work creates impact, and how to focus effort under real organisational pressure.
My approach is practical and grounded:
Clarify where effort creates impact
Reduce work that drains energy without improving outcomes
Apply clarity in real jobs, with real constraints
Clarity comes before optimisation.
What Changes
When effort is clarified and applied deliberately, organisations typically observe:
More consistent delivery across teams, even during peak periods
Teams focus on the work that matters most, reducing missed priorities and uneven outcomes.
Better use of existing capacity
Effort is directed more deliberately instead of being spread thin across competing demands.
Clearer prioritisation decisions
Managers and teams have clearer conversations about what to prioritise and what can wait.
Less rework and last-minute escalation
More planned execution leads to fewer avoidable corrections and delays.
Performance that holds under pressure
Results become more consistent, even in fast-moving and demanding environments.
These changes improve execution quality without requiring changes to structure, headcount, or policies.
Programme Options
Sustainable Performance Programme
2 days | Collaborative programme with Shirlyn LimDay 1 focuses on Impact Clarity.
Day 2 builds the capacity to sustain focus and execution under pressure, delivered together with a brain performance specialist.
Suitable for organisations that want to strengthen performance sustainability, not just awareness.
Impact Alignment Lab
Custom format | Team or function levelHelps teams and functions surface misdirected effort, make invisible work visible, and clarify priorities and trade-offs across roles.
Programmes are adapted to organisational context.
This work supports alignment and decision-making without changing organisational structures.
Why Organisations Work With Me
Organisations work with me because the approach is practical, focused, and realistic.
01
Focus on clarity before performance pressure
I help teams understand where effort creates impact, so they can cope better with increasing expectations.
02
Designed for real organisational conditions
The programs are practical and consider that employees often have competing priorities, interruptions, and work within what they can control.
03
Clear scope and honest boundaries
Transparent about what the work supports and what it does not attempt to fix.
04
Practical application, not theory
Activities require participants to work on their actual roles, priorities, and challenges.
05
Observable outcomes, not abstract promises
I direct participants to focus on their effort and how decisions are made, so changes show up in focus, prioritisation, and consistency of execution.
Frequently Asked Questions
Is this a wellbeing or engagement programme?
No. This work focuses on clarity of contribution and performance sustainability, not wellbeing or engagement scores.
Will this fix workload or leadership issues?
No. It works within current organisational conditions and does not replace leadership or system changes.
How is success measured?
Through indicators such as clarity of role contribution, focus on priority work, and consistency of execution.
Is this HRD Corp claimable?
Yes. Programmes can be structured to meet HRD Corp requirements.
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