Vince Chan

Originally from Europe, she spent years in Asia, especially in Singapore, working across cultures. Now based in U.S., Nellie is the founder and CEO of Tiger Hall, a tech-driven platform helping organizations navigate change more effectively. This is part one of a two-part series.

Originally from Europe, she spent years in Asia, especially in Singapore, working across cultures. Now based in U.S., Nellie is the founder and CEO of Tiger Hall, a tech-driven platform helping organizations navigate change more effectively. This is part one of a two-part series.

In these episodes, we'll dive into navigating cultural differences across three regions, why most change initiatives fail, and how to set up for success. If you've ever struggled with change, whether in your career, company, or life, this series is for you. Let's get started. What triggered you to start this company in the very first place?

In these episodes, we'll dive into navigating cultural differences across three regions, why most change initiatives fail, and how to set up for success. If you've ever struggled with change, whether in your career, company, or life, this series is for you. Let's get started. What triggered you to start this company in the very first place?

When it comes to change, a lot of it goes beyond technology. It's ultimately rooted in human behavior and cultural nuances. you've had the unique experience of living and working across Europe, Asia, and now the US, which brings with it an incredible range of perspectives.

When it comes to change, a lot of it goes beyond technology. It's ultimately rooted in human behavior and cultural nuances. you've had the unique experience of living and working across Europe, Asia, and now the US, which brings with it an incredible range of perspectives.

Given your background and your exposure to diverse clients, I'm curious, how do you see cultural differences play out when it comes to people's reactions to change, Even the concept of change itself, whether it is a mindset shift or a full-scale transformation, can vary dramatically across regions.

Given your background and your exposure to diverse clients, I'm curious, how do you see cultural differences play out when it comes to people's reactions to change, Even the concept of change itself, whether it is a mindset shift or a full-scale transformation, can vary dramatically across regions.

Have you noticed any significant differences or similarities in how these cultures approach and perceive change? And how do you adapt your solutions to help clients tackle those cultural nuances more effectively?

Have you noticed any significant differences or similarities in how these cultures approach and perceive change? And how do you adapt your solutions to help clients tackle those cultural nuances more effectively?

You told me some intriguing insights from your experiences, specifically why certain change initiatives fail while others succeed. You pointed out that there are common pitfalls that lead to failure and that understanding can uncover valuable opportunities to set the stage for success. Could you share with us some of those common reasons for failure?

You told me some intriguing insights from your experiences, specifically why certain change initiatives fail while others succeed. You pointed out that there are common pitfalls that lead to failure and that understanding can uncover valuable opportunities to set the stage for success. Could you share with us some of those common reasons for failure?

Maybe you've seen recurring patterns, or perhaps you can recall specific examples without naming names of how these failures played out. And on the flip side, what approaches have you found to be especially effective in laying the groundwork for a successful change initiative?

Maybe you've seen recurring patterns, or perhaps you can recall specific examples without naming names of how these failures played out. And on the flip side, what approaches have you found to be especially effective in laying the groundwork for a successful change initiative?

Fear, ego, emotions, and office politics exist everywhere, regardless of culture, gender, or age. My friend's story about working in a big bank in Asia captures a common sentiment, that is, frustration about change management tools or processes that still imposed rather than embraced. She mentioned how the software forced employees to fit into his framework rather than adapting to their needs.

Fear, ego, emotions, and office politics exist everywhere, regardless of culture, gender, or age. My friend's story about working in a big bank in Asia captures a common sentiment, that is, frustration about change management tools or processes that still imposed rather than embraced. She mentioned how the software forced employees to fit into his framework rather than adapting to their needs.

And the feedback process, she described it as a formality where no one feels safe or motivated to speak the truth, just filling in responses for the sake of it. That sense of disengagement is palpable. I'm curious, from your perspective, have you encountered similar resistance in your work?

And the feedback process, she described it as a formality where no one feels safe or motivated to speak the truth, just filling in responses for the sake of it. That sense of disengagement is palpable. I'm curious, from your perspective, have you encountered similar resistance in your work?

How do you ensure that tools or processes don't just check the box for change but actually engage and empower the people they are meant to serve?

How do you ensure that tools or processes don't just check the box for change but actually engage and empower the people they are meant to serve?