For Mindanao businesses, conflict in the Middle East is not a distant headline. It shows up as volatile fuel and logistics costs, delayed shipments of parts and raw materials, and heightened fraud risks as criminals exploit uncertainty.
Every March, I fall into a familiar routine—one that feels almost comforting. Before the rest of the office starts buzzing, I’m already at my desk with a warm cup of coffee, staring at the payroll calendar like it’s an old friend I know a little too well.
After a bruising 2025, many executives are entering 2026 with a familiar mix of caution and hope. Last year tested leadership teams on multiple fronts: domestic disruptions, corruption-related confidence concerns, weaker investment momentum, and renewed external pressure from global trade frictions, including the lingering threat of US tariffs.
In an increasingly complex and competitive workplace, organisations are recognising that their most sustainable source of value lies not in technology or systems alone, but in their people. Human capital—the collective knowledge, skills, experiences, and values of the workforce—has evolved from a functional resource into a strategic asset that directly shapes organisational performance, adaptability, and long-term resilience.
Organisations today face a paradox: they strive for efficiency and innovation yet often overlook the hidden dynamics that hold them back.
It was the early 2000s, and I was preparing to fight one of the greatest battles of my childhood. My heart is pounding in my chest, every sense sharpened by the countless hours I had spent preparing for this moment. I had endured setbacks and trained tirelessly again and again. This was it: the ultimate test of patience and skill. But this scene wasn’t a battlefield marked by war and chaos. Instead, my opponent was the final boss in one of the most iconic video games of the 90s.
