Patrick Luah 赖董

17/05/2026

Growth....

These awards are not the finish line. They are a mirror.....
They remind us that our next chapter must be even more intentional: to build better leaders, strengthen our coaching culture, use technology with wisdom, create clearer career pathways and continue making PLC a place where people can belong, perform, and become proud of who they are becoming......

To the PLC team
this win belongs to everyone of us......
Every coaching conversation, every Culture Day, every appraisal discussion, every late-night effort, every honest feedback, every small act of support...... it all mattered.
Tonight, we celebrate.
Tomorrow, we continue our assignments

Because at PLC
we do not only want to win awards
We want to build people.
We want to grow leaders.
We want to prove that from Kluang...... an SME can create a people experience
that is worthy of the national stage........

Thank you, team PLC
This is our moment to remember a many many years to come
and
we shall continue to grow our people
and community with LOVE


#教练式的团建

17/05/2026

As AI reshapes work, the skills that endure may surprise you. MGI’s analysis of 18 million job postings in Europe shows that most skills are evolving, not disappearing.

The fastest-growing skill? AI fluency.

Discover how roles could change in the age of AI: http://mck.co/aiskillseurope

15/05/2026

由 Greg Abel 正式接棒後的 #波克夏 公布了 Q1 投組，本季總共加碼 3 家公司、新開倉 2 家公司，並減碼了 6 支股票、清倉 15 家公司，在巴菲特退休後大幅精簡了投資組合。
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🟢本季波克夏大幅加碼了 Google（ ）、前一季剛開倉的紐約時報公司（ ），兩者都加碼了約 200%，同時還增持了房地產公司 Lennar（LEN、LEN.B）。
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另外波克夏本季新開倉了達美航空（ ）、Google C 股（GOOG），以及梅西百貨（M）。本季布局航空股、削減能源股，可能是預期油價不會在高點維持太久。
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🔴減碼部分，美國銀行（BAC）連續七季遭到削減，並減碼了洗腎服務公司 DaVita（DVA）、娛樂公司 Liberty Live Holdings（LLYVK），同時重砍了雪弗龍（CVX）、紐柯鋼鐵（NUE）、美國大型酒商星座集團（STZ）。
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另外波克夏大舉清倉了一些投組佔比較小的公司，包含 Visa（V）、萬事達卡（MA）、聯合健康（UNH）、達美樂（DPZ）、保險公司怡安集團（AON）、亞馬遜（AMZN），涵蓋金融、醫療、消費領域。
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👉 波克夏的前五大持股沒有變動，依然是蘋果（AAPL）、美國運通（AXP）、可口可樂（KO）、美國銀行、雪佛龍。蘋果、Google 成為唯二持有的科技巨頭。
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至於巴菲特先前不斷加碼的西方石油（OXY）則是排在第 6 大持股，目前波克夏佔西方石油總股份的比重約 27%。另外從去年 Q3 開始建倉的 Google 則排在第 7 名，投組佔比約 6%。

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透過《FinGuider》看 2026 最新機構 13F 動向
https://link.finguider.cc/13F_research/fp

15/05/2026

09/05/2026

根據顧能研究，企業正面臨主管效能不足的問題，導致員工滿意度與信任偏低，進一步拖累生產力與留任。人資部門應在遴選前揭露管理工作的真實挑戰，並提供退出機制

04/05/2026

中国、中东和东南亚在绿色金融、绿色材料与绿色能源领域的发展不断加快，再加上马中合作所带来的优势，正让环境、社会与监管（ESG）从区域层面的合作，逐步走向更具全球影响力的生态联动模式...

04/05/2026

04/05/2026

03/05/2026

“Most family businesses
do not fail because of the market.
They fail because the family
never prepared for the future”

That was one of the strongest reflections
we carried from FBSEC 2026 during
Plenary Session 3: From Founder to Family Institution✌️

Let us be honest

A founder can be visionary
A founder can be brilliant
A founder can build a highly profitable business

But if the business cannot function without that one founder, then the business is still fragile.

Success without succession is still risk.

In our panel discussion, we unpacked the realities many families avoid:
- founders who struggle to let go
- next-generation leaders trying to prove they deserve the seat
- family members with ownership but not readiness
- governance structures that are missing until conflict appears
- businesses that grow in revenue but weaken in continuity

This is the hard truth:

Family name does not guarantee family legacy.

✅Legacy is built when values are clear, roles are clear, governance is real, and the next generation is developed with discipline and humility.

Otherwise,
what one generation builds with sacrifice
another generation may lose through silence, confusion, or entitlement.

I am grateful to be part of this important conversation with fellow panelists and moderator.

Because this topic is
not only about business growth.

It is about whether
a business family has the courage to ask:

✅Are we preparing heirs
or are we preparing stewards?😅✌️

🛑and Lets us visit
3 key impactful and critical coaching questions

1. If the founder disappeared from the business for 90 days, would the business remain steady or become confused?
Why this matters:
This exposes whether the business has real institutional strength or hidden founder dependency.

2. Are family members being chosen for leadership because of bloodline or because of readiness, discipline, and trustworthiness?
Why this matters:
Legacy collapses when entitlement replaces stewardship.

3. What difficult conversation is the family avoiding now that may become tomorrow’s crisis?
Why this matters:
Many family business problems are not caused by lack of opportunity but by delayed truth and unclear expectations.

🛑 and what is your take away from this sharing ?
do comment your A-Ha moments in the INBOX to inspire more of us ✌