Right Impact

24/04/2026

𝗢𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀 𝗔𝗜 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗮 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗰𝗮𝗻 𝗺𝗮𝗸𝗲 𝗶𝘀 𝗰𝗼𝗻𝗳𝘂𝘀𝗶𝗻𝗴 𝗰𝗼𝗻𝘀𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝘄𝗶𝘀𝗱𝗼𝗺.

If a business can replicate your voice, workflow, judgment and digital identity after you leave, then employment is no longer ending. It is being extended by code.

That should concern every leader.

The article below is worth reading because it signals where this debate is heading.

Our prediction: over the next 24 months, digital employee rights will become a boardroom issue.

Companies will need explicit AI likeness clauses, post-employment usage limits, audit trails, compensation models and reputational safeguards.

The firms that move first will build trust. The rest will invite lawsuits, backlash and talent flight.

Our suggestion is simple: treat employee data like licensed intellectual property, not raw material.

Just because AI can preserve output does not mean it should preserve personhood.

The future of work is not human vs AI. It is human dignity with AI.

Three rules should be non-negotiable: informed consent, revocable rights and clear revenue-sharing when a company profits from a person’s digital double.

Leaders who fail to draw that line now will spend years repairing the brand damage later.

Avatar replacement worker on trial with consent of person it replaces; critics of firm say move is a ‘step towards the destruction of humanity’.

30/03/2026

At Right Impact, we don't do "motivational speaking".

We do energy.

We do chaos turned into message clarity.

We recently had the incredible honour of partnering with NTUC First Campus (NFC) for a massive teambuilding session that redefined "scale."

Through a high-octane, team-based experiential learning activity, these educators and professionals didn't just hear about their theme, "Rooted In Purpose".

They lived it.

At least for those couple of hours, as they immersed themselves in an intense activity that revolved around big group collaboration, workflow optimisation and organised communication.

These impressive participants solved, synergised, and synchronised to internalise what it truly means to be anchored in a common mission.

A massive thank you to NFC for trusting us with your most valuable asset: your people, yet again.

Seeing 700 hearts beating to the same rhythm of purpose is exactly why we do what we do.

When a team is truly rooted, they don't just grow but thrive.

So what does being "Rooted In Purpose" look like for your team today?

27/03/2026

The recent release of Anthropic's findings on AI's impact on the labour market is all the rage right now.

BUT...

People are missing the point.

They see the lack of mass layoffs and celebrate a false sense of security.

But they are entirely missing the article’s true warning: 𝙩𝙝𝙚 𝙩𝙞𝙘𝙠𝙞𝙣𝙜 𝙩𝙞𝙢𝙚 𝙗𝙤𝙢𝙗 𝙤𝙛 "𝙤𝙗𝙨𝙚𝙧𝙫𝙚𝙙 𝙚𝙭𝙥𝙤𝙨𝙪𝙧𝙚."

Anthropic’s 2026 research introduces this critical metric to measure the stark gap between what AI can theoretically do and what it is actually doing in the workplace today.

Right now, observed exposure is low. Sure.

Legal tape, compliance hurdles, and missing software integrations are holding AI back.

We mistakenly think AI is merely an augmentation tool because current friction is high.

𝘽𝙪𝙩 𝙬𝙝𝙖𝙩 𝙝𝙖𝙥𝙥𝙚𝙣𝙨 𝙬𝙝𝙚𝙣 𝙩𝙝𝙖𝙩 𝙛𝙧𝙞𝙘𝙩𝙞𝙤𝙣 𝙫𝙖𝙣𝙞𝙨𝙝𝙚𝙨 𝙤𝙧 𝙨𝙢𝙤𝙤𝙩𝙝𝙚𝙣𝙨 𝙨𝙞𝙜𝙣𝙞𝙛𝙞𝙘𝙖𝙣𝙩𝙡𝙮 𝙬𝙝𝙚𝙣 𝙢𝙖𝙧𝙜𝙞𝙣𝙖𝙡 𝙘𝙤𝙨𝙩𝙨 𝙞𝙣 𝘼𝙄 𝙙𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 𝙙𝙚𝙘𝙧𝙚𝙖𝙨𝙚 𝙛𝙪𝙧𝙩𝙝𝙚𝙧?

The unobserved applications are frankly and potentially terrifying.

Once AI seamlessly executes entire operational strategies autonomously, it will effectively erase mid-level cognitive roles overnight.

We are already seeing the warning signs.

With junior hiring dropping 14%, the traditional pipeline for developing talent is breaking.

The immediate crisis is a total collapse of how we build expertise.

As a perspective in my line of work, if AI handles the foundational work, our entire approach to corporate training and learning development must be radically overhauled before we face an insurmountable skills deficit.

Are we ready for the "unobserved" tsunami?

The original Anthropic research publication: https://www.anthropic.com/research/labor-market-impacts

Anthropic is an AI safety and research company that's working to build reliable, interpretable, and steerable AI systems.

04/03/2026

𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝘁𝗼 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝘁𝗵𝗲 𝗶𝗺𝗺𝗲𝗻𝘀𝗲 𝗹𝗲𝘃𝗲𝗹 𝗼𝗳 𝗰𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗱 𝘁𝗼 𝗸𝗲𝗲𝗽 𝗮𝗻 𝗲𝗻𝘁𝗶𝗿𝗲 𝗻𝗮𝘁𝗶𝗼𝗻’𝘀 𝗳𝗼𝗼𝗱 𝘀𝘂𝗽𝗽𝗹𝘆 𝘀𝗮𝗳𝗲?

It is a massive responsibility that goes largely unseen.

We had the privilege of facilitating an Emergenetics workshop for the unsung heroes at the Singapore Food Agency (SFA), specifically the dedicated team within the Food Standards and Veterinary Office.

These are the brilliant minds ensuring that every bite we take is safe, regulated, and of the highest global quality.

Their work is critical.

It directly impacts public health, our trade reputation, and our daily confidence in our meals.

But high-stakes technical work comes with a unique challenge.

When you bring together veterinarians and policy experts, you get a room full of intense intellectual power.

You also get a wide spectrum of thinking and behavioural preferences.

This is where the Emergenetics profile becomes a game changer for productivity.

We moved beyond just "getting along" to understanding the cognitive blueprints of the team.

We discovered that while their mission is unified, their approaches are distinct.

Some members approach food standards with analytical rigour and data.

Others focus on the structural processes of implementation.

Some prioritise the relational impact on stakeholders.

The workshop revealed a powerful insight for us.

True productivity in such a specialised unit does not come from everyone thinking the same way.

It comes from knowing exactly who to tap for what perspective and how we can flex our non-preferences from time to time as well.

By mapping these attributes, the team can now collaborate with better precision.

A policy rollout is no longer just a document but a synthesis of structural planning and social intelligence.

In a world where food security is becoming increasingly complex, this ability to communicate across cognitive borders is paramount.

The Emergenetics framework gives them a common language to bypass the usual misunderstandings that slow down any team.

To the team at SFA, thank you.

Thank you for your openness to learn and for the silent, vital work you do to keep Singapore safe.

17/02/2026

This Lunar New Year, let’s channel the unbridled energy and spirit of the Horse.

May your path be clear, your strides be strong, and your victories be plentiful.

Here’s to moving forward with purpose and making the Right Impact in everything you do in 2026 😅

Gong Xi Fa Cai from the whole team! 🧧

10/02/2026

𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗹𝗼𝗼𝗸𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗮𝘁 𝟲,𝟬𝟬𝟬 𝗺𝗲𝘁𝗲𝗿𝘀.

We often assume high-performing investment teams just need better data or more precise tools to win.

But during Granite Asia's recent leadership retreat, we found the truth lies somewhere else entirely.

To kick off their new financial year, we took their leadership team through The Kailash Odyssey. This is our gamified simulation designed to test decision-making under pressure through a fictitious mountain-climbing expedition.

The goal was simple.

We wanted to break down silos and reignite their drive.

Watching these brilliant minds navigate the simulation was a masterclass in adaptability.

The real breakthrough was not in solving the puzzle.

It was in how they failed, recalibrated, and succeeded together.

𝙊𝙪𝙧 𝙗𝙞𝙜𝙜𝙚𝙨𝙩 𝙩𝙖𝙠𝙚𝙖𝙬𝙖𝙮?

Talent is universal. Alignment is not.

Seeing Granite Asia’s leaders tackle the simulation highlighted one undeniable truth.

In a multi-asset and global landscape, cross-cultural and cross-region collaboration is not just a bonus but the single most critical lever for scaling impact.

When you bridge the gap between different working styles and cultural perspectives, you do not just get a better team.

You get a multiplier effect that no algorithm can replicate.

Thank you, Granite Asia, for trusting us with your journey.

Here is to conquering the real mountains in the year ahead!

h

22/01/2026

𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀 𝗻𝗼𝘁 𝗱𝘆𝗶𝗻𝗴.

𝗕𝘂𝘁 𝘁𝗵𝗲 𝘄𝗮𝘆 𝘄𝗲 𝗱𝗲𝘀𝗶𝗴𝗻 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗯𝘀𝗼𝗹𝘂𝘁𝗲𝗹𝘆 𝗶𝘀.

In the last 2 years, one pattern has become impossible to ignore.

𝘼𝙩𝙩𝙚𝙣𝙙𝙖𝙣𝙘𝙚 𝙞𝙨 𝙪𝙥. 𝙄𝙢𝙥𝙖𝙘𝙩 𝙞𝙨 𝙣𝙤𝙩.

According to LinkedIn’s 2024 Workplace Learning Report, 𝟴𝟵% 𝗼𝗳 𝗟&𝗗 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝗮𝘆 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗿𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝘁𝗼 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘀𝘂𝗰𝗰𝗲𝘀𝘀, yet fewer than half feel confident they can measure whether learning actually changes behaviour.

That gap is the story.

Workshops still happen.

Courses still get completed.

But behaviour quietly snaps back to old habits weeks later. (Been there before?)

𝗪𝗵𝘆?

Because most learning still ends when the session ends.

Learning science has shown this for decades, but the pressure is new:

• Budgets are tighter

• Managers are stretched

• Executives want proof, not participation

Deloitte’s 2024 Human Capital Trends found that organisations are moving from “training delivery” to performance outcomes, with managers now expected to reinforce skills on the job.

AI won’t replace facilitators.

Digital learning won’t kill workshops.

But unreinforced learning will become indefensible.

IMO, the future of L&D looks like this:

➡️ Fewer, shorter live sessions

➡️ AI-assisted design instead of blank slides

➡️ Continuous post-workshop reinforcement
(Our Ripprl app can help here! 😁 )

➡️ Managers nudged to coach, not just approve training

Learning will feel lighter.

But it will shape behaviour far more.

The question isn’t whether learning changes but whether L&D leads that change.

Or gets dragged by it 🤔

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𝗪𝗮𝗻𝗻𝗮 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘃𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗹𝗲 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝗶𝘀 𝘁𝗼 𝗔𝗜 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻?

𝗬𝗼𝘂 𝗰𝗮𝗻 𝘁𝗮𝗸𝗲 𝗮 𝗳𝗿𝗲𝗲, 𝟮-𝗺𝗶𝗻𝘂𝘁𝗲 𝘀𝘂𝗿𝘃𝗲𝘆 𝘁𝗼 𝗴𝗲𝘁 𝘆𝗼𝘂𝗿 𝗶𝗻𝘀𝘁𝗮𝗻𝘁 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗵𝗲𝗿𝗲: 𝗵𝘁𝘁𝗽𝘀://𝗷𝗼𝗯𝘀𝗵𝗶𝗲𝗹𝗱𝗮𝗶.𝗿𝗶𝗴𝗵𝘁-𝗶𝗺𝗽𝗮𝗰𝘁.𝗰𝗼𝗺/.

25/12/2025

To all our clients, partners and associates, have an awesome year-end break!

11/12/2025

𝗬𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘄𝗮𝘁𝗰𝗵 𝘁𝗵𝗶𝘀 𝘃𝗶𝗱𝗲𝗼 𝗯𝗲𝗹𝗼𝘄.

In 10 years, your “employee of the month” might be a robot with no weekend plans.

China’s UBTech just announced a 10× scale-up in humanoid robot production in 2026.

This isn’t sci-fi anymore.

It’s a real industrial transformation that will redefine both manual and cognitive labour.

First wave: humanoids take on “dirty, dull, dangerous” tasks in structured spaces like warehouses, factories, logistics hubs.

Second wave: once the AI control stack matures, the same platforms roll into semi-structured spaces — retail, healthcare support, hospitality, security, facilities.

That’s when cognitive labour starts to feel the squeeze as routine decisions, checks, and coordination loops get automated.

𝗛𝗲𝗿𝗲’𝘀 𝗼𝘂𝗿 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗶𝗼𝗻: 𝗯𝘆 𝟮𝟬𝟮𝟴–𝟮𝟬𝟯𝟮, 𝘀𝗲𝗲𝗶𝗻𝗴 𝗵𝘂𝗺𝗮𝗻𝗼𝗶𝗱 𝗿𝗼𝗯𝗼𝘁𝘀 𝗶𝗻 𝗻𝗼𝗻-𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗮𝗹 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀 𝘄𝗶𝗹𝗹 𝗳𝗲𝗲𝗹 𝗮𝘀 𝗻𝗼𝗿𝗺𝗮𝗹 𝗮𝘀 𝘀𝗲𝗲𝗶𝗻𝗴 𝘀𝗲𝗹𝗳-𝗰𝗵𝗲𝗰𝗸𝗼𝘂𝘁 𝗺𝗮𝗰𝗵𝗶𝗻𝗲𝘀 𝘁𝗼𝗱𝗮𝘆.

The disruption may not be evenly distributed, but it will be inevitable.

For individual professionals, the safest place is moving up the abstraction ladder: from doing tasks to designing systems, from following SOPs to challenging them, from executing processes to architecting them.

The CV that wins in 2030 is the one that proves you can collaborate fluently with both humans and intelligent machines.

Leaders who treat this as a “cool demo” risk sleepwalking into a structural talent crisis.

What to do now:

1️⃣ 𝗥𝗲𝗱𝗲𝘀𝗶𝗴𝗻 𝗿𝗼𝗹𝗲𝘀 𝗮𝗿𝗼𝘂𝗻𝗱 𝗵𝘂𝗺𝗮𝗻-𝗿𝗼𝗯𝗼𝘁 𝘁𝗲𝗮𝗺𝗶𝗻𝗴, 𝗻𝗼𝘁 𝗵𝗲𝗮𝗱𝗰𝗼𝘂𝗻𝘁 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝗺𝗲𝗻𝘁.

2️⃣ 𝗗𝗼𝘂𝗯𝗹𝗲 𝗱𝗼𝘄𝗻 𝗼𝗻 𝘂𝗻𝗶𝗾𝘂𝗲𝗹𝘆 𝗵𝘂𝗺𝗮𝗻 𝘃𝗮𝗹𝘂𝗲: 𝗲𝗺𝗽𝗮𝘁𝗵𝘆, 𝗰𝗼𝗺𝗽𝗹𝗲𝘅 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁, 𝗰𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆, 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴.

3️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀𝗹𝘆 𝗿𝗲𝘀𝗸𝗶𝗹𝗹 𝗮𝗹𝗼𝗻𝗴𝘀𝗶𝗱𝗲 𝗺𝗮𝗰𝗵𝗶𝗻𝗲𝘀 𝗶𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗳𝗶𝗴𝗵𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗺.

Humanoid robots are the physical form factor of AI’s next leap.

The question is no longer if they’ll transform work, but whether your organisation will be ready to harness them rather than be blindsided by them.

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𝗪𝗮𝗻𝗻𝗮 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘃𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗹𝗲 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝗶𝘀 𝘁𝗼 𝗔𝗜 𝗱𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻?

𝗬𝗼𝘂 𝗰𝗮𝗻 𝘁𝗮𝗸𝗲 𝗮 𝗳𝗿𝗲𝗲, 𝟮-𝗺𝗶𝗻𝘂𝘁𝗲 𝘀𝘂𝗿𝘃𝗲𝘆 𝘁𝗼 𝗴𝗲𝘁 𝘆𝗼𝘂𝗿 𝗶𝗻𝘀𝘁𝗮𝗻𝘁 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗵𝗲𝗿𝗲: 𝗵𝘁𝘁𝗽𝘀://𝗷𝗼𝗯𝘀𝗵𝗶𝗲𝗹𝗱𝗮𝗶.𝗿𝗶𝗴𝗵𝘁-𝗶𝗺𝗽𝗮𝗰𝘁.𝗰𝗼𝗺/.

21/11/2025

𝙒𝙝𝙖𝙩 𝙞𝙛 𝙮𝙤𝙪𝙧 𝙩𝙚𝙖𝙢 𝙘𝙤𝙪𝙡𝙙 𝙡𝙚𝙖𝙧𝙣 𝘼𝙄 𝙞𝙣 𝙖 𝙬𝙖𝙮 𝙩𝙝𝙖𝙩 𝙛𝙚𝙚𝙡𝙨 𝙚𝙭𝙘𝙞𝙩𝙞𝙣𝙜 𝙖𝙣𝙙 𝙝𝙖𝙣𝙙𝙨-𝙤𝙣, 𝙞𝙣𝙨𝙩𝙚𝙖𝙙 𝙤𝙛 𝙖𝙣𝙤𝙩𝙝𝙚𝙧 𝙩𝙝𝙚𝙤𝙧𝙮-𝙝𝙚𝙖𝙫𝙮 𝙬𝙤𝙧𝙠𝙨𝙝𝙤𝙥?

That question sparked the creation of 𝙏𝙀𝘼𝙈 𝘾𝙎𝙄: 𝙏𝙝𝙚 𝙎𝙞𝙥𝙝𝙚𝙧 𝙎𝙮𝙣𝙙𝙞𝙘𝙖𝙩𝙚.

We had ideated this experience after a recent client asked for a teambuilding session that not only energises people but also builds practical GenAI capability.

What began as a custom request grew into a full investigative adventure that blends AI learning with high engagement.

In this immersive mission, participants race to stop a digital infiltration.

A hidden mole has planted corrupted files, encrypted clues, conflicting alibis, and misleading evidence across your network. The task is to connect the dots and prevent the breach before time runs out.

With our 𝙍𝙞𝙥𝙥𝙧𝙡 app, teams refine prompts, test AI outputs, verify evidence, challenge false leads, and build a coherent theory under pressure.

They debate, collaborate, assign roles, and turn messy data into actionable insight.

Every moment strengthens problem solving, communication, and GenAI skills.

The journey ends with teams presenting their case and exposing the mole.

It feels like a story but delivers real workplace capability and stronger collaboration especially after a reflective debrief.

If you want about a fresh, high-impact way to build AI literacy and teamwork, ping us with a DM or simply drop us an email at 𝗰𝗼𝗻𝗻𝗲𝗰𝘁@𝗿𝗶𝗴𝗵𝘁-𝗶𝗺𝗽𝗮𝗰𝘁.𝗰𝗼𝗺 😊

𝙒𝙝𝙮 𝙨𝙝𝙤𝙪𝙡𝙙 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙖𝙗𝙤𝙪𝙩 𝙂𝙚𝙣𝘼𝙄 𝙗𝙚 𝙖𝙣𝙤𝙩𝙝𝙚𝙧 𝙞𝙣𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣-𝙙𝙤𝙬𝙣𝙡𝙤𝙖𝙙 𝙨𝙚𝙨𝙨𝙞𝙤𝙣? 🤷‍♂️

10/11/2025

𝙏𝙤𝙙𝙖𝙮, 𝙬𝙚 𝙤𝙥𝙚𝙣𝙚𝙙 𝙖𝙣 𝙚𝙢𝙖𝙞𝙡 𝙩𝙝𝙖𝙩 𝙜𝙚𝙣𝙪𝙞𝙣𝙚𝙡𝙮 𝙢𝙖𝙙𝙚 𝙤𝙪𝙧 𝙙𝙖𝙮.

Right Impact has been appointed as a preferred team building partner for a valued client for the next 5 months!

And with their estimated employee headcount of close to 30,000, it's going to be a busy couple of months for us 😅

We feel incredibly thankful for the trust placed in our small team and the work we do.

For us, team building is serious learning wrapped in energy and play.

We design experiential journeys that mirror real workplace tension, collaboration and decision making.

Every challenge is crafted to deepen trust, sharpen communication and strengthen ownership, rather than childish games that fade once the room is cleared.

Across this engagement, we will co-create sessions linked to real business priorities, weaving in reflection, feedback and action planning so teams leave with language, tools and habits they can apply immediately at work.

If your organisation is exploring fresh ways to develop teams, we would love to have a conversation on how experiential learning can support culture, performance and retention in a practical, human way.

Grateful for this vote of confidence and excited for what lies ahead.