For Chief People Officers and Talent Development leaders changing the work while people are still in it
80% of employees are disengaged.The cost: $10 trillion.Meaningful work lifts performance 33% up, yet only 50% of employees find meaning in what they do.
Unscript IKIGAI Workplace Lab helps people find meaningful capabilities. Then work through bounded contribution to a real team problem.
The real problem
You’re changing the work while people are still in it.
- Capabilities stay hidden. The role description tells you what someone was hired for, not everything they could contribute.
- Career conversations repeat stale goals. Last year's objectives, reheated. People cannot say what has changed and why.
- AI takes tasks. People hear "efficiency" and start to wonder whether there is a next chapter for them.
- The exit interview becomes the first honest career conversation. Useful timing. For their next organisation.
What Unscript IKIGAI Workplace Lab does
How it works
- 1
Private exploration → three possible directions
People use the Unscript IKIGAI to explore hidden capabilities, interests and constraints, and uncover three possible directions, beyond traditional DISC and MBTI profiles, those that mould the square peg into a round hole.
- 2
One live team problem
Bring a problem the team already needs to solve. Use the hidden capabilities and personal drivers that will make a difference when hard skills became soft, and soft have disappeared. Team works on a problem from design thinking perspective, like an entrepreneur, learning by doing.
- 3
Bounded contribution. Explicit damage tolerance.
Agree the scope, decision rights, support and review point for the team and each team member.
Damage tolerance means naming what downside is acceptable in a well-reasoned attempt. Time spent? Rework? A reversible mistake?
This is a leadership prerequisite, not permission to be reckless. If leaders cannot name the acceptable downside, they are asking for initiative while retreating to uncertainty.
Why this is not another workshop
No four-circle Venn diagram pretending to explain your life. I like a tidy framework too. Unfortunately, people remain inconveniently complicated.
Privacy-first by architecture. Individual reports stay private. The organisation gets an aggregated view only — not a new drawer of personal disclosures.
Life chapters, not permanent labels. What fits now may not fit after caregiving, a role change or simply learning more. Directions need room to change.
The trigger
Your task lists are vanishing. Your capability is not.
People used to be measured on tasks. But they are not a set of tasks, and you want to have more human ability in them to run your AI workforce.
McKinsey’s findings on meaningful work show staggering numbers: 33% better performance, 75% more committed and 49% less likely to leave — meaning has operational consequences.
We work on a team development problem in a project setting that will help your hidden superstars blossom (everyone has a chance to produce a flower one day). It can also discover your next leaders, equipped with more than just old managerial habits.
In person only, Singapore and the region.
To start a conversation, email natalia@unscriptikigai.com.
Why Natalia
25 years corporate. Long enough to recognise a bad default — and admit I have probably helped maintain one.
6 years mentoring Junior Achievement Singapore Company of the Year teams. Real decisions, real constraints, young people doing the work.
Privacy built into the product. Not added as a reassuring paragraph afterwards.
Does the work. Skips BS.
In person only — Singapore and the region.
When a role cannot remain
Not every role can be redesigned. When the work itself is going, Workplace Lab is not the answer.
Private Transition Readiness is a separate, private first step before human coaching or outplacement.