Career Growth
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[00:00:00–00:00:29] H-O-P-E. Hope. Benda yang paling mahal dalam kehidupan kita adalah harapan. Harapan. Sebab itu kita bukan nak bagi fake hope. Kita nak bagi real, genuine, authentic, future hope. Dan kita nak bagi growth. Harapan. Kita nak bagi tahu yang kita adalah future billionaire. Itu beza. Millionaire develop system. Billionaire develop people. Kita nak kena develop people. Sebab people yang akan develop the system. Itu lagi power. [semak: uncertain words]

[00:00:29–00:00:33] Kalau kita boleh develop the next leader [semak: uncertain words]

[00:00:33–00:00:35] The next leader akan develop the next leader [semak: uncertain words]

[00:00:35–00:00:37] Dia macam proses duplikasi

[00:00:37–00:00:38] Konsep dia macam mentoring

[00:00:38–00:00:40] So apa yang kita nak buat [semak: uncertain words]

[00:00:40–00:00:42] Kita wujudkan 5 layer [semak: number or amount]

[00:00:42–00:00:43] 5 level dalam roadmap ni [semak: number or amount]

[00:00:43–00:00:46] Staff di-develop oleh siapa?

[00:00:46–00:00:47] Siapa yang patut hire staff?

[00:00:48–00:00:48] Manager sepatutnya

[00:00:48–00:00:52] Manager yang hire, recruit, mentor kan staff

[00:00:52–00:00:53] Mentor mentee

[00:00:53–00:00:54] Next pula, manager

[00:00:54–00:00:56] Siapa yang hire manager?

[00:00:56–00:00:57] C-level

[00:00:57–00:00:58] Sepatutnya C-level

[00:00:58–00:01:02] C-level ni batatnya macam CEO, CFO, CMO kan [semak: uncertain words]

[00:01:02–00:01:05] Chief Executive Officer, Chief Marketing Officer [semak: uncertain words]

[00:01:05–00:01:10] Chief Operational Officer, COO, CFO, UFO

[00:01:10–00:01:12] So itu semua adalah C-level [semak: uncertain words]

[00:01:12–00:01:15] So C-level ni tugas dia mementorkan manager

[00:01:15–00:01:18] C-level tak boleh bypass pergi pada staff, tak boleh

[00:01:18–00:01:20] Kalau macam tu apa? Function ada manager

[00:01:20–00:01:22] C-level kena manage manager

[00:01:22–00:01:25] Kalau dia nak marah, marah manager

[00:01:25–00:01:26] Bukan marah staff

[00:01:26–00:01:28] Next pula kita ada BOD

[00:01:28–00:01:28] Board of Director [semak: uncertain words]

[00:01:28–00:01:30] Board of Director tugas dia adalah [semak: uncertain words]

[00:01:30–00:01:32] Hire C-Level

[00:01:32–00:01:33] C-Level tugas dia

[00:01:33–00:01:35] Hire Manager

[00:01:35–00:01:35] Nampak tak?

[00:01:35–00:01:36] Dia mentor-mentee [semak: uncertain words]

[00:01:36–00:01:38] C-Level tugas dia mentorkan manager

[00:01:38–00:01:39] BOD Board of Director pula

[00:01:39–00:01:41] Mementorkan C-Level

[00:01:41–00:01:43] Siapa yang hire C-Level?

[00:01:43–00:01:44] BOD

[00:01:44–00:01:45] Next pula shareholder [semak: uncertain words]

[00:01:45–00:01:47] Shareholder pula tugas dia

[00:01:47–00:01:47] Hire BOD

[00:01:47–00:01:49] Nampak kan program mentor-mentee kat situ

[00:01:49–00:01:51] Dah macam MLM lah [semak: uncertain words]

[00:01:51–00:01:53] Macam proses duplikasi

[00:01:53–00:01:54] Itulah bisnes

[00:01:54–00:01:55] Cantik structure ni [semak: uncertain words]

[00:01:55–00:01:59] Shareholder yang hire, shareholder yang mementorkan BOD

[00:01:59–00:02:02] Menyebabkan shareholder pula work on yearly basis

[00:02:02–00:02:05] Staff work hourly

[00:02:05–00:02:07] Manager work daily

[00:02:07–00:02:09] C-level work weekly

[00:02:09–00:02:12] BOD board of director work monthly [semak: uncertain words]

[00:02:12–00:02:15] Shareholder work yearly

[00:02:15–00:02:18] Sebab itulah dia ambil dividend tahunan

[00:02:18–00:02:20] Ataupun quarterly dividend

[00:02:20–00:02:22] Sebab dia kerja by tahunan

[00:02:22–00:02:23] Masuk ofis setahun empat kali

[00:02:23–00:02:24] Level dia macam tu [semak: uncertain words]

[00:02:25–00:02:26] BOD masuk ofis

[00:02:27–00:02:28] Sebulan sekali

[00:02:28–00:02:29] Haa mungkin [semak: uncertain words]

[00:02:29–00:02:30] Sebab dia

[00:02:31–00:02:32] Dia kena masuk ofis lah

[00:02:32–00:02:34] Shareholder level setahun sekali je [semak: uncertain words]

[00:02:34–00:02:35] Masyarakat agung tahunan je

[00:02:35–00:02:36] AGM

[00:02:36–00:02:38] General meeting apa benda tu

[00:02:38–00:02:39] Itu je dia masuk

[00:02:40–00:02:41] Jadi itulah kemanisan dia

[00:02:41–00:02:43] Kita nak convert specialist jadi manager

[00:02:43–00:02:45] Kita nak nampakkan kepada team kita

[00:02:45–00:02:47] Macam mana you boleh ada career growth kat sini

[00:02:47–00:02:49] Macam mana one day you boleh grow daripada staff jadi manager

[00:02:49–00:02:50] Manager dari si level [semak: uncertain words]

[00:02:51–00:02:53] Sampai kita boleh bagi share of the company

[00:02:53–00:02:58] Kita panggil sebagai ESOP, E-S-O-P, Employee Stock Option Plan [semak: uncertain words]

[00:02:58–00:03:01] Ataupun Employee Share Option Plan

[00:03:01–00:03:05] Maksudnya kita ber-allocate 10-20% untuk bagi pada staff yang terawal [semak: uncertain words, number or amount]

[00:03:05–00:03:08] Kita panggil founding members, staff-staff yang terawal

[00:03:08–00:03:09] Memang ada, itu common practice company corporate [semak: uncertain words]

[00:03:11–00:03:13] So, specialist dia jadi manager

[00:03:13–00:03:16] Sebab dia boleh dia executive, staff biasa [semak: uncertain words]

[00:03:16–00:03:19] Dia nak jadi specialist, dia mentorkan orang lain

[00:03:19–00:03:21] Cukup 5 orang dia mentorkan, dia boleh layak jadi manager [semak: number or amount]

[00:03:21–00:03:23] Faham tak? Dia macam program mentor menti [semak: uncertain words]

[00:03:23–00:03:25] Manager pula dia kena melahirkan 3 orang manager [semak: uncertain words, number or amount]

[00:03:25–00:03:26] Baru boleh jadi C-level

[00:03:26–00:03:30] C-level pula dia kena melahirkan 2-3 C-level [semak: number or amount]

[00:03:30–00:03:33] Yang naik pada position-position sebelah-sebelah ni

[00:03:33–00:03:34] Baru dia boleh jadi BOD

[00:03:34–00:03:37] BOD pula dia kena melahirkan beberapa C-level

[00:03:39–00:03:41] Dia konsep dia macam tu lah [semak: uncertain words]

[00:03:41–00:03:42] Sorry BOD lahirkan BOD

[00:03:42–00:03:44] Kalau kita ada multiple company

[00:03:44–00:03:45] Baru jadi shareholder

[00:03:45–00:03:46] Konsep dia mento-menti guys [semak: uncertain words]

[00:03:46–00:03:48] Memang simple gila

[00:03:49–00:03:52] So contohnya exit secara terbalik

[00:03:52–00:03:55] Contohnya specialist, dia exit jadi manager [semak: uncertain words]

[00:03:55–00:03:56] Jadi dia ada pengganti [semak: uncertain words]

[00:03:56–00:03:59] Manager pula jadi CEO, orang lain jadi ganti

[00:03:59–00:04:03] CEO jadi director, CEO pula ada orang yang ganti

[00:04:03–00:04:04] Itu cantik dia

[00:04:04–00:04:07] That's why sebenarnya level RM30,000 ni [semak: number or amount]

[00:04:07–00:04:11] Kita tak bercakap pasal telan buat technical [semak: uncertain words]

[00:04:11–00:04:13] Cara nak run ads, cara buat content tak [semak: uncertain words]

[00:04:13–00:04:15] Kita bercakap on the bigger picture

[00:04:15–00:04:17] Macam mana nak design career growth [semak: uncertain words]

[00:04:17–00:04:19] People development

[00:04:19–00:04:22] Itu adalah level 30 ribu [semak: uncertain words, number or amount]

[00:04:22–00:04:23] Kita jadi kingmaker [semak: uncertain words]

[00:04:23–00:04:24] King yang develop [semak: uncertain words]

[00:04:24–00:04:25] Menada king [semak: uncertain words]

[00:04:25–00:04:26] Itu power guys

[00:04:26–00:04:27] That's why

[00:04:27–00:04:29] H-O-P-E

[00:04:29–00:04:29] Harapan

[00:04:30–00:04:32] Harapan akan buat semua orang

[00:04:32–00:04:33] Rasa excited

[00:04:33–00:04:34] Semua orang akan tahu

[00:04:34–00:04:36] Ini company yang aku nak protect

[00:04:36–00:04:38] Yang aku boleh grow sama-sama

[00:04:38–00:04:39] Daripada intrapreneur

[00:04:39–00:04:40] Menjadi entrepreneur

[00:04:41–00:04:42] Jumpa dalam masa seterusnya [semak: uncertain words]