Let us give ourselves grace.
In many areas of life, we are often called to go above and beyond the call of duty. For work and family, for others and for ourselves, may these insights guide and inspire everyone to rise to that higher calling.
Grounded on Faith and Purpose
Suzette dela Fuente, People and Culture Director of World Vision Development Foundation, believes that creating an environment where every staff member feels nurtured, valued, and supported, both in their professional growth and spiritual journey, is essential for the organization to thrive in serving vulnerable families and communities, especially children.
“Our staff’s dedication and commitment stem from a strong alignment of personal values with World Vision’s mission and vision. This shared sense of calling fosters a culture of integrity, compassion, and excellence, enabling us to work together toward transforming lives and communities, particularly the most vulnerable children,” said dela Fuente.
She further explained that the organization deliberately invests in developing leaders, both those serving today and those preparing for future roles, through learning opportunities anchored on the 70-20-10 principle: 70% through on-the-job experiences and stretch assignments, 20% through coaching, mentoring, and peer learning, and 10% through formal training and structured programs.
“Beyond skills development, we promote a culture of servant leadership and accountability. Our leaders are encouraged to lead with humility, integrity, and a heart for service, while taking ownership of decisions and outcomes,” shared dela Fuente while adding that this holistic approach ensures that leadership is not only about competence but also about compassion, responsibility, and purpose, empowering leaders to inspire others and drive sustainable impact.
Suzette dela Fuente advised Human Resources and People and Culture practitioners and leaders who aspire to foster innovation and support continuous development to begin by prioritizing holistic growth and well-being. Development goes beyond building skills; it requires creating an environment where employees feel valued, supported, and genuinely cared for. When people are able to thrive both personally and professionally, innovation follows more naturally and sustainably.
She also emphasized the importance of making development conversations intentional and ongoing. Regular discussions about growth plans help establish individual accountability and reinforce the idea that development is not a one-time initiative but a shared, long-term commitment. Offering flexible and adaptive learning and well-being programs is equally crucial, as today’s workforce has diverse needs. Programs should be designed to meet individuals where they are, allowing them to access support and learning opportunities when they need them most.
Finally, Suzette highlighted the role of leadership in sustaining a culture of growth. Managers must be engaged as active partners in crafting and implementing development and well-being initiatives, as their involvement strengthens accountability across the organization. Equally important is modeling continuous learning as HR and People and Culture practitioners, remaining curious, investing in personal development, and staying attuned to emerging trends and practices.
Fostering innovation and growth requires intentionality, flexibility, and collaboration; when both staff and leaders share ownership of development, organizations become more resilient, adaptive, and future-ready.
From Intention to Consistent Action
“Life Coaching helps people see their blind spots, build awareness, make better choices, and stay accountable,” explained Coach Dennis Joseph Tiu, describing the process as he experienced and practices it.
He emphasized that coaching is about guiding someone to reach a goal or change a pattern by asking questions they answer for themselves: “You focus on where they want to go. You help them move from intention to consistent behavior. You help them understand the values they live by. You don’t fix their life; you help them take ownership of their choices.”
The top two lessons Tiu learned in Life Coaching are that people change when they feel safe, heard, seen, and supported, and that action beats insight, as small, consistent steps turn awareness into real progress.
On family, parenthood, and applying lessons from Life Coaching, Coach Dennis Joseph Tiu shared:
“When my child explores things they don’t understand, I let him feel my presence. I make sure he knows he is seen and heard. I remove judgment, provide a safe space, and show up from a place of love, not authority.”
“When challenges arise in my family, I respond from my values. I ask what the moment is teaching me and focus on the lesson before reacting.”
“There are family challenges I cannot control. I try not to center my energy on the conflict but on how I move forward with my wife and child. I let go of my ego to make progress possible.”