I started volunteering actively around 2006. Since then, I have been involved in numerous charity works, independently and by organization.

My first experience as a volunteer in FESPIC Games 2006, where I was trained to handle disabled athletes. From there, I’ve grown a passion in helping others, which in turn led me to volunteer as street feeder on my weekends. While volunteering to feed the homeless, I’ve learned a lot of things and it makes me want to contribute more to the society. I realized that I could never make enough money to help everyone but I will make it a point to help whenever I can.

Upon my graduation, I spent my time teaching the aboriginal children and adults who are trapped in the aggressive development. They are illiterate but forced to live in middle of the city where the world revolves around money. I could not even bear to think how their future will turn out, it’s heartbreaking.

Once I started helping out, I volunteered to organize and participate in more charity programs through the company whenever I could get involved. These included blood donation campaigns, charity dinners and many more.

One of the craziest thing that I did on my own initiative was to set myself a goal to get 10 people to pledge as an organ donor in order to save 40 lives. To my surprise, it was actually not that hard to reach that number, and I realized that there are good people everywhere.

After this life got real for me and I got trapped in the 9-5 job for a while, but in 2014 I managed to find Epic Homes. Epic Homes operates a program that focuses primarily on building house for the indigenous, and the needy.

My journey with Epic Homes started as I worked on building a house for an indigenous family of 16. You can watch the video of my first build below.

This project was a very tough build where I had to dig 6 feet deep holes for the foundation of the house with only a hoe, shovel, and my energy. When I started as a builder, everything was done manually. There were no fancy gadgets or tool available to us to speed up the process. Starting your day before sunrise, and finishing up at the dorm after sunset- It was pure hard work. When I see the smiles on the faces of the families that I’ve been able to help, it’s worth every drop of sweat though, and the satisfaction that I got was way more than what I gave.

Since then, I try to squeeze in more builds whenever I can. I’m addicted to it!

You can see one of my more recent builds below, it was amazing!

People are constantly asking me ‘why do you want to help others when you don’t even have much yourself?’ I am not surprised at all. Kindness has been taken over by greed up to the point where people are suspicious when you try to help them without asking for anything in return. I volunteer simply because I understand the power of a little help.

I was born in the heart of Borneo Island, specifically in a very small (less than 100 family) and remote village. It is so remote that we didn't have electricity until year 2000. A little help from many people in my life created a bridge for me that eventually get me to where I am today. I’ve worked in more than 10 countries and been to places where I never even dreamed that I would go.

If I could pass on one message to the world (from a person who has lived on both sides of civilization), it would be:


"Don't call yourself civilized just because you live in a better place, better amenities, education background or simply because your life is better than others. Call yourself civilized only if you have humanity...or at least if you still have some left in you."

When she’s not out helping her community, Len is a Customer Success Manager and Go1, and her blood type is type coffee. When she is in her cave, she spends most of her time reading books, listening to indie/jazz music, plays with her guitar and sings sad melancholy songs – according to her friends.

When Len is outside of her cave, she can be found in the woods. Camping, hiking and all things adrenaline is totally her kind of activities. Though she reads cheesy poems, she does jump off the cliffs, waterfalls and bridges for fun. I guess, after all she is still the girl from the Land of The Head Hunters and the wild blood of the clan is still running in her.

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Mulen Berimbun: Why I’m a passionate volunteer for my community

Most of us have come across our fair share of bullies throughout our lives. Whether we see it happening in the school yard, in political campaigns on TV, or experienced it in our own personal relationships, bullying is always a form of abuse – a way of intimidating and dominating others, through physical, emotional or psychological control.

Unfortunately, many of us run into bullying behaviour in our place of work, as adults. Have you ever been made to feel uncomfortable while trying to carry out your everyday work tasks? It’s very hard to keep performing well in your job when a manager or colleague sets out to make life difficult for you.

Workplace bullying can be particularly difficult to deal with, as many bullies tend to know how to operate within social boundaries, often using nonverbal tactics or subtle humiliation to make a targeted individual feel continually excluded, uncomfortable and anxious. In this way, they aren’t seen to be crossing any organisational lines, or throwing any actual punches, while still managing to wear down their victim’s sense of self-worth and resilience. 

In many cases, the person being bullied will eventually resign from their jobs. Sadly, even at this point, there are managers who are aware of what’s happening in their teams yet choose to ignore it, allowing the bully to simply move onto their next target. 

This is why it’s so important for employers to take a strong stance on workplace bullying.

As an employer, it’s important to show your commitment to providing a safe and positive work environment for your employees, through strong anti-bullying and harassment policies.

 If you’ve read our previous article on the importance of having a good bullying and harassment policy, you’ll know that when bullying becomes a problem in the workplace, it doesn’t just affect the person or people being harassed and targeted – it can very quickly become a problem for the whole organisation.

Workplace bullying has significant negative impacts for both individuals and the companies they work for.

In an organisation where bullying is not being managed – or worse, is tolerated – you can expect to see:

high levels of absenteeism and sick leave

For employers, this leads to a loss in reputation and brand name for their business, as well as financial losses from lower profits and the cost of hiring and training new staff. Bullying can also result in significant fines for your company, as in the recent case of an Australian employer.

Employee Awarded $1 Million After Workplace Bullying

This recent case has seen a NSW worker awarded more than $1 million in damages after suffering intense workplace bullying by her bosses.

Lucinda Gunning, of Carroll & O’Dea Lawyers, said her client’s $1 million payout was the largest amount she had witnessed for workplace bullying. The payout is made up of a payment for total and permanent disablement, as well as worker’s compensation.

The former NSW government employee, a middle-level manager herself, experienced constant bullying from two of her managers, to the point where she was “doubled over sobbing” and would sit in the bathroom for six hours without anyone noticing. 

Make Sure You Have an Anti-Bullying Policy in Place 

Want to avoid this situation from occurring in your workplace? Make sure your business has a strong policy in place around bullying and harassment.

As an employer, you’re responsible for preventing bullying in the workplace, and a strong policy in this area will ensure your organisation is compliant and reflecting its legal obligations. While bullies will continue to exist in every workplace, school and social circle, you can make a difference by promoting a safe and positive work environment for the people in your own organisation.

For more advice on how to handle bullying, you may like to look at this free online course – Bullying in the Workplace. It covers useful information about the most common forms of bullying in the workplace and the costs this has for both victims and organisations. You’ll also learn practical strategies for dealing with workplace bullies.

If you’re a manager or team leader, remember to review our previous post on Why You Need a Good Bullying and Harassment Policy, with links to e-learning resources such as Bullying: The Manager’s Role and Workplace Harassment for Managers. And please don’t turn a blind eye to any bullying or harassment that’s occurring in your team.

No one likes being manipulated. Whether it’s in our personal or professional lives, the idea of manipulation is generally considered to be a bad thing. 

Most of us associate manipulation with negative connotations, such as people trying to take advantage of us or push us into doing something we don’t really want to do. But have you ever thought about the potential of manipulation for positive change?

Today, we’ll look at how manipulation can sometimes be a good thing — as surprising as this may sound.

Whether or not you realise it, you’re most likely being manipulated every day, in both your personal and professional life. The power of manipulation is harnessed by marketers and businesses everywhere to convince us to buy certain things and live our lives in certain ways.

So, which of these cases of manipulation are good and which are bad? Is it wrong to encourage people to give up smoking or embrace a healthier lifestyle, or can we consider that a form of positive manipulation?

The difference between persuasion and coercion 

By definition, the word ‘manipulate’ — meaning simply “to handle or control in a skillful manner, or to control or influence a person or situation” — does not hold any inherently negative connotations.   

However, the use of this control or influence can become a negative or positive thing depending on whether it takes the form of persuasion or coercion. It’s important to understand the difference between these actions, particularly for employers and managers.

Persuasion is about getting people to do things they want to do

Coercion is about getting people to do things they don’t want to do

Managers and team leaders should be very aware of the distinctions between persuasion and coercion and avoid confusing these terms. While encouraging or motivating staff can be considered positive persuasion, coercion is unacceptable in the workplace and can be a form of bullying or harassment.

Good managers are always looking for ways to keep their teams engaged and motivated. It’s a vital part of professional development for employees, with many benefits for both the individual and organisation.

Positively manipulating your staff can be an effective management tool. Using a positive form of manipulation to motivate employees towards their goals can help improve their performance and allow teams to achieve organisational objectives. 

Jonathon Fields summarises the differences between persuasion and manipulation (where ‘manipulation’ is a form of coercion), saying it comes down to three rules: 

The intent behind your desire to persuade that person

The truthfulness and transparency of the process

Think about these three things when looking for a behavioural change from a team member. Ask yourself how transparent your process is and what your reasons are for wanting to manipulate this person’s behaviour. You’ll know whether your intentions are for the benefit of that person or not.

As a manager or employer, it’s important to maintain your values and aim to only ever influence your staff ethically.

Positive manipulation is also used by non-profit organisations and ethical companies to persuade people to act, thereby helping others in need and promoting positive change in the world.

In an article about manipulating people for good, Margaret Kelsey considers how individuals have the power to change people’s behaviour.

“But what’s the right way to use this power? How can you use psychology to persuade people ethically?” Kelsey asks. 

Non-profits and NGOs use persuasion to attract donors, raise funds and promote awareness of important issues that need action or change – surely this is the right way to use this power? 

Learn more about ethics in the workplace 

If this has got you thinking about ethics in your workplace and how you can bring positive forms of manipulation to your role as a manager, there are plenty of courses that explore the topic in more depth. 

Start your free trial with Go1 today to access dedicated courses on workplace ethics, persuasion, and many more. 

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Manipulation doesn't always have to be a bad thing. Today, we’ll look at how manipulation can sometimes be a force for good – as surprising as that may sound.

Can manipulation be used in a positive way?

Do you seem to be dragging yourself to work every day? Feeling constantly tired, struggling to find any energy or motivation for your job, and running on coffee and adrenaline to get through the day?

If any of this resonates with you, there’s a chance you could be at serious risk of burning out – a state of physical, emotional and mental exhaustion that brings with it a lack of motivation, low efficiency and feelings of helplessness for sufferers.

Look over this list of 13 signs of burnout, outlined by Vanessa Loder for Forbes – or read through the first four below: 

Feeling frequently on edge, with adrenaline constantly coursing through your body

Lack of engagement – you don’t feel motivated at work

Increased cynicism – feelings more negative, cranky and defensive or snapping at people easily

Distracted eating – eating your meals in front of a computer or on the go

Sound familiar? If you’re a manager or team leader, this could bring to mind someone in your team, or even yourself.

It’s really important for individuals, as well as managers, to be aware of any signs of job burnout and take action before it has any further effects on a person’s mental and physical health.

The impacts of employee burnout are considerable – organizations can expect to suffer from reduced productivity, higher employee turnover, financial burdens from absenteeism and the possibility of medical, legal, and insurance expenses.

For individuals, burnout can contribute to serious mental health issues, such as anxiety, insomnia, hyper vigilance and depression. These can in turn lead to problems with physical health, manifesting in high blood pressure, heart disease, gastrointestinal issues, adrenal exhaustion and chronic fatigue.

On top of all this, your physical and mental exhaustion can very likely lead to doubts about your competence and the value of your work, causing you more stress and creating a vicious circle. Basically, you’re not having a very good time at this point.

There are many factors that can contribute to burnout, including poor work-life balance, stress, mismatched needs or values, or a disharmonious workplace environment. Let’s take a closer look at the five major causes for employee burnout.   

Most people are aware of the importance of keeping a healthy work-life balance.

Striking a satisfying balance between work and family/social life is very important for an individual’s health and overall wellbeing. But many of us are still guilty of putting in an unhealthy amount of time and energy into our jobs, leading to poor work-life balance.

If you find that your work takes up so much of your time and effort that you don't have any energy to spend time with your family and friends, you’re at an increased risk of burning out.

Another factor that can strongly contribute to burnout is not taking the time to disconnect from work to renew your energy.

In the workplace, most of us are conscious of being switched “on” while on the job – especially if we’re dealing with time pressures, tight deadlines, high workloads and lots of meetings or negotiations.

Failing to fully disengage from work, by switching off at home after hours, puts you at risk of chronic stress and other elements of burnout. Earlier this year, France passed a labor reform law that banned checking emails on weekends, in the interest of employee health and productivity. This highlights the important link between disconnecting from work and maintaining positive emotional and physical health.

A recent study, released in August 2016, considers one of the main causes of burnout to be a mismatch between a person's unconscious needs and the opportunities and demands of their workplace.

These “unconscious needs” take into account our unique personalities – who we are and what motivates us as individuals. For example, you may have an unconscious need to feel in charge, to maintain discipline or to engage in strong discussions or negotiations. On the other side of the scales, we have people who seek a sense of warmth and welcoming from their workplace, needing positive personal relations, trust and a feeling of belonging.

Neither one of these two examples is right or wrong – humans are complex, with all of us needing very different things from our place of work. However, working in a job that doesn’t match up with your needs can cause problems, with the greater the mismatch, the higher the risk of burnout.

To address this issue, you can look at ways to improve the correlation between your job and your needs through “job crafting”. For example, an employee with a strong need for collaboration and personal relations might find ways to include more teamwork in their role. Talk to your manager about this. A good manager should be interested in understanding their team members’ differences and working with them in a positive way.

It’s also important to think about your values and whether they align with those of the company or organization you work for. If you’re passionate about the environment, or animal welfare, working for a company with no understanding of those values or ethics could prove unsustainable.

Trying to suppress your true thoughts and feelings at a job where your values don’t match up is exhausting and will wear anyone down, leaving you feeling emotionally drained.

Working in a negative environment with bad vibes between team mates, or any form of bullying or harassment, is another big contributor to job stress.

Unsupportive managers, bullying colleagues, micromanaging supervisors – any form of interpersonal conflict will have a huge impact on an individual’s resilience and increase their likelihood of burnout.

Your role as a manager in preventing staff burnout

As a manager, particularly if you’re in HR, it’s your responsibility to recognize the signs of chronic stress, exhaustion or burnout in your employees and help them to understand and manage it. It’s also vital that you do this for yourself – you can’t look after others unless you’re looking after yourself first.

Taking a short online course such as Avoiding Burnout will help you to recognize and deal with some of the most common causes of burnout. This course also offers practical advice for figuring out how to prevent stress from building up and tips on how to recover. Talk to your team about the risks of burning out and engage them in positive, open discussion.

What is Cognitive Load? And who is Annie?

Well, you can find more out about ‘Annie' here:

Now that we have a nice soundtrack, we can talk about cognitive load, which is the stress put on a person’s short term memory during complex tasks. Humans are very intelligent but as we know, when we try to multitask anything more than a couple of things, the focus and productivity suffers, or worse yet we become overwhelmed and abandon the task.

In the context of using online applications, this is a critical consideration for an end user’s experience. For example, when a user is presented with an interface to complete a task, or series of tasks, there will be a certain amount of information they will have to store in their memory. In most cases we can’t completely avoid cognitive load, it’s just a matter of managing it. For example an application will inevitably need things like navigation, forms, and other interactions. It’s about how you present these elements that can make or break a great user experience.

Once a user has experienced how an application works, those tasks are memorised, so they can move their focus on to other elements of the application. Put simply, it’s like moving into a new house, having to learn which light switches turn on which lights, and what is in each cupboard. Once you master this you feel more comfortable and focus on the more important things like furnishing the house.

We have designed Go1 with this concept in mind. The experience for a student is intentionally simple. You will realise as you move through the product, from finding a course, to diving in to a module, and then interacting with resources and quizzes, that elements from the interface are quietly wisped away, because they are not relevant for that particular task. If you don’t have account, sign up here to see what I mean.

A focussed learner is a successful learner.

That’s a light introduction to cognitive load. Feel free to ask us more about this. Hopefully this is also useful information when creating your Go1 learning content.

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