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CNA
2 days ago
- Business
- CNA
As Singapore grows in popularity with Chinese students, universities roll out Mandarin-taught programmes
SINGAPORE: After nearly a decade in the workforce, Ms Jin Qi decided in 2020 that it was time to pursue a master's degree to advance her career. But with a full-time job, preparing for English-language tests required by many foreign universities proved difficult. The onset of the COVID-19 pandemic delayed her plans further. But when the Chinese native resumed her search after the pandemic, she discovered that some Singapore universities offer postgraduate programmes taught in Mandarin. Ms Jin, now 35, applied to both the National University of Singapore (NUS) and Nanyang Technological University (NTU), eventually enrolling in NTU's Executive Master of Science in Managerial Economics programme in Mandarin. She began her studies in March this year. When she completed her undergraduate studies at Chongqing University a decade ago, most of her peers aspired to pursue further education in the US or Europe. Today, many of her classmates at NTU are Chinese students who view Singapore as the preferred destination for postgraduate studies straight after earning their first degree, she said. "They really like Singapore. I think it's because Singapore's economy has done very well these few years," Ms Jin said. "Ten years ago, growth in the US and Europe was very good so everyone wanted to go there. Now, we want to come to Singapore because the economy is doing well and there's access to the Southeast Asian region, which is also growing. So there are more job opportunities here.' SINGAPORE MOST POPULAR CHOICE AFTER UK A report by China's Ministry of Education and Beijing-based think tank Centre for China and Globalisation ranks Singapore as the second-most popular destination for Chinese students, after the United Kingdom. Singapore universities are responding to this trend by introducing more Mandarin-taught postgraduate programmes. NTU, the Singapore Management University (SMU), the Singapore University of Technology and Design (SUTD) and the Singapore University of Social Sciences (SUSS) are among those launching new courses. NTU's Nanyang Business School will introduce a new Executive Master of Business Administration in Mandarin this October, said Professor Boh Wai Fong, NTU's vice-president for lifelong learning and alumni engagement. About 50 students graduate from the joint MBA programme between NTU and Shanghai Jiao Tong University each year, he said. Enrolment in the university's three other existing Mandarin-medium programmes has remained steady, with about 240 students in total admitted annually. One of these is the Master of Science in Technopreneurship and Innovation, which sees about 50 students on average per academic year. SUSS launched its first Mandarin-medium postgraduate course in 2024, which received strong interest, a spokesperson said. This prompted the university to roll out more Mandarin programmes in areas such as fintech, data analytics and intellectual property. These new programmes will begin this July. Applications by international students rose by 30 per cent between the 2024 and 2025 academic years, with a significant increase from China and ASEAN countries, the spokesperson said. SUTD's first Mandarin-taught Master's in Technology and Design programme will start in September this year, with about 60 students enrolled so far, including students from China, said the university's chief of staff for student experience and transformation Jonathan Kua. SMU's business school is set to launch a Chinese Executive MBA in January 2026. 'While it is still early in the admissions cycle and we cannot confirm the final student profile, we have seen strong interest from Chinese-speaking applicants, including those from China,' an SMU spokesperson said. RANKING, NETWORKING AND COST KEY FACTORS Chinese students who spoke to CNA said the growing appeal of Singapore universities lies in their strong showing in global rankings. In the latest QS World University Rankings published in June, NUS ranked eighth globally and top in Asia, while NTU climbed three places to 12th. "For Chinese students, what they value most is the QS rank of the school," said Ms Wang Xuan, a former NTU master's student. "Singapore actually has two schools in the top few. So it's really a good option for the students." The 27-year-old was deciding between Singapore and Hong Kong, and eventually decided on the former because she thought it would expose her to more cultures. 'If you look at the top few (universities), basically all those in the US and UK, the language issue is a major problem,' said Ms Wang. Singapore universities are easier for Chinese students as they do not have to take TOEFL or IELTS exams, she added, referring to the English proficiency exams required by some universities. Mandarin-taught MBA courses are particularly attractive to Chinese nationals seeking to expand their business networks in Southeast Asia, she added. Some students also see these programmes as a way to integrate into the local community. Mr Xu Ren is pursuing a part-time MBA at NUS while working at a bank in Singapore. He first came to Singapore in 2016 to study for a master's in wealth management at SMU after graduating from a Canadian university and working there. 'A master's degree is kind of like a must nowadays for students in China,' said the Beijing-born 35-year-old. 'Another reason I chose Singapore is because I wanted to go somewhere where I would have the opportunity to immigrate, to get permanent residency and even maybe get citizenship as well.' Having considered Australia, Canada and Singapore, he picked Singapore due to its relevance to his finance background. He chose to enrol in NUS because of its high QS ranking and reputation. 'SMU is a good school and offers a very good education, but it doesn't really have a QS ranking … Now I can say I'm a graduate from one of the top 10 schools in the world,' said Mr Xu. With a sizeable Chinese-speaking population, Singapore offers a 'good place for bridging' for students less fluent in English, he added. Cost is another consideration – university fees in Singapore are relatively lower than in the US and UK. Ms Jin estimated that studying in the US would have cost her around 1 million yuan (US$140,000), compared with half that amount in Singapore for a one-year course. 'Actually Singapore is already quite expensive now. But what they can get in return, the QS rankings that they can bring back to China to try to find a job … it's very worth it,' she said.
Forbes
3 days ago
- Business
- Forbes
Want To Get Promoted? 5 Ways To Fast-Track Your Path To Leadership
Demonstrate your leadership capabilities today for a promotion in the near future. Whether driven by the desire for greater income, impact, or personal growth, stepping into a leadership role is a common aspiration for many professionals. While it is not the only path in career advancement, subject matter experts and high-performing individual contributors are critical to every organization, those aiming for a leadership promotion can practice specific habits today. Here's five practical strategies you can implement now to fast-track your path to leadership. Be Known As 'The Ideas Person' Innovation and leadership go hand in hand. Great leaders are often expected to find unique ways to solve problems and improve how work gets done. Consistently developing and sharing new ideas establishes you as a trusted source of fresh thinking. Ideas do not always have to be groundbreaking products or services. Process improvements, improved communication tactics, or new task management tools all bring value to an organization. When presenting an idea, go a step further by outlining how it could be executed and potential barriers to success. Not every idea will come to fruition. However, being known as someone who generates creative solutions not only makes you an invaluable resource to your department, but also fosters a leadership mentality. Create Safe Spaces For Communication Leading people means listening to their needs and creating environments where employees feel comfortable expressing themselves. The 2024 Work in America Survey by the American Psychological Association found that 97% of employees who felt psychologically safe at work reported high satisfaction with their leader. Team members should feel confident that they can voice both ideas and concerns without being judged, dismissed, or criticized. Start building this skill now by practicing active listening, providing thoughtful feedback, encouraging new ideas, and taking concerns seriously. Employees need to see their leaders take action, offer guidance and solutions when appropriate. Advocate for those who may struggle to speak up and create opportunities for colleagues to share their opinions. Allyship is essential across all roles and departments. Leaders have a direct impact on the career progression of their direct reports. By championing and supporting your coworkers today, advocacy will be a natural part of your leadership style when you step into a formal management role. Forecast The Future While the future is never certain, strong leaders anticipate what might happen and plan how to respond. A key element of leadership is connecting small details to the bigger picture and understanding how they influence one another. Do not wait for the formal leadership title to adopt this mindset – you can practice this in your current position. Forecasting the future involves considering possible outcomes, preparing risk-mitigation strategies, and identifying ways to capitalize on new opportunities. Think about both external and internal factors that could affect your work. A shift in client needs, emerging technologies, and staffing changes all can impact your current work. It is just as important to plan for potential successes as it is for challenges. Leaders constantly think several steps ahead. By regularly sharing how actions today could affect results tomorrow, you demonstrate strategic foresight - an essential skill to carry into any future leadership role. Be A Connector As a leader, you will be advising and collaborating with individuals across levels and departments. A main aspect of leadership is bringing people together to deliver a quality product or service. When challenges, bottlenecks, or conflicts arise in your current work, consider who within the organization is best suited to help resolve them. Facilitating connections between colleagues who may not regularly interact can lead to faster problem-solving and build knowledge-sharing across the organization. As a manager, employees will continuously seek your help and come to you with questions. Good managers are self-aware, recognizing when the answers lie outside their own domain. Knowing when and how to connect people is crucial to success and is something you can practice today. Embrace Ambiguity Leaders are often looked to for direction, even in the face of uncertainty. Embracing ambiguity with confidence that solutions will emerge, even if they are not immediately clear, is a critical mindset being successful. The only constant in life is change. Individuals must navigate reorganizations, executive leadership shifts, evolving team dynamics, or new processes. One of the most valuable leadership skills is guiding others through transition. Instead of resisting change, approach it with curiosity: ask questions, seek understanding, and be open to new protocols. Mid-level leaders, in particular, are often responsible for interpreting and implementing organizational changes in ways that resonates with their team. Actively participating in shaping your own workflows, as well as those of your team and department, builds your ability to manage ambiguity and fosters resiliency. Taking on a leadership role is a big responsibility. How a leader chooses to engage with their team directly influences employee performance, morale, and work delivered. It is critical not to wait for a formal title to start building leadership skills. By developing these traits now, you position yourself, and those around you, for long-term success. Strong leadership starts well before the promotion.
Fast Company
7 days ago
- Business
- Fast Company
Looking to retain top talent? Invest in employee education
The term 'skills gap' gained prominence in recent decades. Today, many business leaders are still struggling to keep pace with the skills their organization needs to remain competitive. The 2025 LinkedIn Learning Survey found that 49% of learning and talent development professionals agree their executives 'are concerned that employees do not have the right skills to execute [their] business strategy.' At the same time, half of full-time employees in the U.S. are concerned about gaining the skills they need to advance at their current job, according to a 2024 Workforce Survey commissioned by Strategic Education, Inc. The same survey found that 91% of U.S.-based full-time employees believe employers should invest in employees' continued education, up 8 percentage points from 2022 (83%). HOW EDUCATION BENEFITS CAN BRIDGE THE GAP Subscribe to the Daily newsletter. Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters Promoting career advancement through education can be a powerful retention tool that signals to your employees you are invested in their advancement in the organization. Specifically, tuition benefits, in which an employer pays for all or part of an employee's tuition, can help reinforce a message of trust: We believe in your ability to independently excel in a program that is right for you. This investment is also a partnership that, when designed effectively, should mutually benefit both the employer and the employee. In our experience, Strategic Education Inc. has found that the most effective education investments balance the skills gaps within the organization with the upskilling desires of the employee. Here is what they have in common: 1. THEY ALIGN WITH BUSINESS OBJECTIVES Whether it's transferable skills such as communication and technology or more specific credentials or degrees, a strategically built-out tuition benefits program can help prioritize and promote degree and non-degree programs that align with business objectives. At the same time, these programs still give employees the flexibility to select the specific type of program that is right for them. For example, an employer may decide they need to build a pipeline of employees with strong technology skills. They may incentivize enrollment in specific technology programs but allow employees to select among several program options, such as cybersecurity, data analytics, and software development. 2. THEY OFFER MULTIPLE PATHWAYS advertisement As working adults, employees often need the autonomy and flexibility to choose how they pursue an education. Successful tuition programs offer multiple pathways, or educational programs and providers, to earn a degree or certificate and give employees the flexibility to take courses on a schedule that works for them. For those employees who may not have completed a college degree or may need general education requirements, alternative pathways may also be offered. For example, Sophia Learning, an online, on-demand, self-paced learning platform, provides college-level courses that are ACE-recommended for college credit (full disclosure: Sophia Learning is a subsidiary of Strategic Education, Inc.). 3. THEY PROVIDE ENCOURAGEMENT AND SUPPORT Working adults have likely been away from the classroom for quite some time. Successful programs support these learners as they transition into their academic careers. Employers should look for an education benefits provider with dedicated success coaches and tutors who support success through the transition and check in often to provide encouragement and reminders of how continued education can impact their role with the organization. Remember to communicate about the tuition assistance benefit regularly so employees know how they can fully take advantage of it. A NEW ERA OF LEARNING Central to any strong partnership is the ability to meet the needs of both parties. By aligning around business objectives and offering employees multiple pathways and support, business leaders can create powerful, long-lasting partnerships that advance the organization. As workforce needs continue to evolve, it is probably safe to assume that concerns about 'skills gaps' are here to stay, along with the employers' role in skill development.
Forbes
15-07-2025
- Business
- Forbes
Why Mentorship Is Key To Career Success Today And How To Cultivate It
Connecting with supportive mentorship throughout your professional life is one of the most powerful tools for career advancement, yet many professionals hesitate to pursue it. Whether it's fear of rejection, a sense of unworthiness, imposter feelings, or uncertainty about how to approach potential mentors, these barriers often prevent people from accessing the guidance and support they need to thrive. But there are numerous ways to connect with great mentors and sponsors who want to be of help—when they're approached in the right way. Research from The Center for Creative Leadership highlights that mentorship not only accelerates mentees' career growth in powerful ways but also improves job satisfaction and retention rates for mentees and mentors alike. Yet, according to a 2023 Gallup study, only 40% of professionals have a mentor and even fewer (23%) have a sponsor - an individual who actively promotes growth, provides access to opportunities at work and/or advocates for career advancement. Why Mentorship Matters More Than Ever In today's fast-changing workplace, mentorship is no longer just a nice-to-have — it's essential. Great mentors can provide much-needed guidance on advancing your skills and impact, and also the social capital that opens doors to new opportunities that you're not able to open on your own. Studies, including one from The National Bureau of Economic Research, show that mentorship can significantly improve career outcomes, particularly for underrepresented professionals. In addition to professional insights, mentors offer psychological support, helping mentees navigate workplace challenges, build confidence, and sustain motivation over time. Having access to someone who has already navigated the terrain you're traversing can dramatically shorten your learning curve and help you avoid common pitfalls. To help you overcome these barriers and build empowering mentorship relationships, here are five key strategies, supported by research and real-world insights, to connect with mentors who genuinely want to support your growth. One of the biggest mistakes people make is reaching out to strangers with a generic request like, 'Will you be my mentor?' or 'Can I pick your brain?' This approach rarely works because effective mentorship is built on trust and mutual respect first. Sheryl Sandberg, in her book Lean In, humorously compares this approach to the behavior of the baby bird in Are You My Mother?, who asks everything and everyone the question, 'Are you my mother?' The answer is always a resounding 'No!' Instead, start by reaching out to people you already have some form of connection with—colleagues, former bosses, industry peers, past educators, or individuals you've met through networking groups or conferences. In coaching hundreds of professionals globally, I've seen firsthand that mentorship relationships tend to be most successful when they stem from existing professional connections. When mentors have seen direct evidence and results of your great work ethic, character and abilities firsthand, they'll be far more inclined to help you. If you admire someone who isn't yet in your network, don't immediately reach out to ask for help or mentorship. Instead, find ways to engage with their work and add value to their professional endeavors. For example: A study published in The Journal of Vocational Behavior found that mentees who actively contribute to their mentor's goals and projects are more likely to develop strong, lasting mentorship relationships. By consistently showing up in a positive and supportive way, you create natural opportunities to build a mutually-beneficial relationship and connection. Before seeking mentorship, ask yourself: Would I want to mentor me? Great mentors want to invest their time in people who are proactive, open to feedback, and eager to learn and stretch. To become an ideal mentee: Mentees who show initiative and a willingness to grow are more likely to achieve significant benefits through mentorship, including gaining access to leadership opportunities, career mobility, better rewards and higher compensation, increased adaptability when facing new situations, and more. One of the biggest turn-offs for potential mentors is a vague or overwhelming request. Instead of saying, 'I need help with my career,' narrow your focus. Get very clear on the specific insights or guidance you need at this time. For example, if you admire a writer and blogger in the entrepreneurial/business growth space and want to start your own blog, you might say: 'Hi [Name], I hope this finds you well. I've been following your blog for two years and truly love your insights on entrepreneurial and business growth and find them so helpful. I'm working toward launching my own blog in the next several months focused on (X), and would very much appreciate just a few minutes of your time, if you're available, to hear how you approached your first year of thought leadership and content strategy, and any key tips and suggestions. I'd be very grateful to learn what worked best for you.' This approach is effective because it: Whenever you're unsure about how to reach out to a potential mentor, ask yourself: If I were in their position, how would I want to be approached? Successful professionals are often inundated with requests for help. To stand out: Mentorship isn't a transactional request—it's a rewarding, often long-term relationship built on trust, respect, and mutual effort and benefit. Approach mentorship with confidence and self-worth, and conduct yourself as someone worthy of high-level guidance. Start today by identifying one person you admire and taking the first step to connect. It might be uncomfortable at first, but the more you do it, the easier it gets. And remember, if the response you receive the first time isn't what you hoped, don't despair and give up. There are a myriad of reasons why someone may not engage at the time you reach out. Learn from every interaction and refine your approach, and keep at it. Your next career breakthrough could be just one conversation away. Kathy Caprino is a LinkedIn Top Voice, global career and leadership coach, 2x author, speaker and host of the podcast Finding Brave, supporting professional growth, success and impact.
Associated Press
13-07-2025
- Business
- Associated Press
Top Empowerment Coach of the Year Awarded to Jamie McKinney by the IAOTP
Jamie McKinney Top coach and keynote speaker available for television, podcast, and media interviews on empowerment, executive presence, and career advancement DENVER, CO, UNITED STATES, July 13, 2025 / / -- The International Association of Top Professionals (IAOTP) has named Jamie McKinney, best-selling author of Speak Up, Sister! and founder of the 3 Pillars of Leadership Course, as the 2025 Top Empowerment Coach of the Year in Career Development. This prestigious honor recognizes McKinney's transformative impact as a women's leadership coach, her innovative executive coaching programs, and her unwavering commitment to advancing confidence and career growth for women in male-dominated industries. With nearly three decades of experience, Jamie McKinney has redefined what it means to empower women at work. Through her signature programs—including the 3 Pillars of Leadership and Speak UP to Level UP® —she has equipped women from global organizations including Owens Corning, Liberty Energy, Precision Castparts, SLB, Xcel Energy, and Colorado School of Mines with skills to command the room, earn promotions, and access new opportunities. 'Over 80% of my clients receive promotions or expanded responsibilities within a year of completing the 3 Pillars of Leadership Course, and many with commensurate increases in compensation,' says McKinney. 'YTD, women participating in my programs have collectively increased their compensation by more than half a million dollars.' 'It's a privilege and a rush to help women unlock their confidence, step into their power, and achieve the careers they've always envisioned. Watching my clients thrive and lead with authenticity, especially in male-dominated industries, excites me every day.' Her coaching and leadership development programs have reached over 30,000 professionals worldwide, with participants spanning six continents and including the U.S., Canada, Mexico, Brazil, Belgium, France, Finland, India, and Australia. Participants consistently report increased self-confidence and self-awareness. McKinney's impact is evident in her 100% corporate client retention rate, as organizations consistently choose to work with her again for additional coaching and leadership engagements Jamie McKinney offers a dynamic range of services designed to elevate executive presence and authentic leadership, including executive coaching for both women and men, keynote speaking, and leadership workshops. She holds certifications in Neuroscience Coaching, Positive Intelligence, and Situational Leadership, ensuring her programs are grounded in the latest research on brain science, mindset, and adaptive leadership. Her numerous accolades include Training Magazine's Emerging Leader honor, the Denver Business Journal's Top Women in Energy, and the CREA Global Award from Brainz Magazine. This fall, McKinney will launch a new community, The Leadership Laboratory, a safe and welcoming space where you can experiment with your leadership style, create a plan, and execute it. The Leadership Laboratory will provide ambitious women with a hands-on, interactive space to refine their leadership style, build a promotion-ready plan, and access an empowering community of peers and mentors. Details and a waitlist are available at Reflecting on her journey, McKinney credits her success to values-based leadership, a passion for empowerment, and the mentors who shaped her path. As she looks ahead, her mission remains clear: to help women silence self-doubt, speak up confidently, and build the careers they deserve. Jamie McKinney will be honored at the IAOTP annual awards gala at the Bellagio Hotel in Las Vegas this December. Media and Booking Information Jamie McKinney is available for television, radio, and podcast interviews, as well as expert commentary on women's leadership, executive presence, mental fitness, and overcoming self-doubt in the workplace. Suggested Interview Topics: • How Women Can Build Confidence and Command the Room • Overcoming Self-Doubt in the Workplace • Leadership Strategies for Women in Male-Dominated Industries • The Science of Mental Fitness and Career Success Contact: Jamie McKinney [email protected] | 347-927-4376 LinkedIn | Instagram | Twitter About Jamie McKinney, Inc. Jamie McKinney, Inc. empowers professionals to lead with confidence and authenticity through executive coaching, keynote speaking, and leadership development programs. Learn more at About IAOTP The International Association of Top Professionals (IAOTP) is a boutique networking organization that recognizes and connects the world's leading professionals across industries. Honorees are selected for their achievements, leadership, and impact on their fields. For more information, to schedule an interview, or to request a speaking engagement, please contact Jamie McKinney at [email protected] or 347-927-4376. Stephanie Cirami IAOTP +1 212-634-4427 email us here Visit us on social media: Instagram Legal Disclaimer: EIN Presswire provides this news content 'as is' without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
