The Brief

FOOM didn’t ask for a motivational session.
They asked for a mindset reset.

What they needed was a space where 350 people could:

– Shift from transactional to transformational thinking
– See growth as something that happens inside every individual, not just inside the company
– Reconnect with the belief that everyone contributes—not by doing more, but by thinking better
– Feel re-energized and reconnected with FOOM’s long-term vision

Underneath it all, the real ask was simple:
“Help our people see that growth starts with the mind… not the KPI.”

What We Delivered

A 60-minute immersive mindset experience designed to hit the head, heart, and hands.

Inside the session, we worked on three mindset turning points:

1. Fixed Mindset vs Growth Mindset

Through stories and reflection, the team saw how fear, doubt, and perfectionism quietly limit growth.
And how one shift
“I can’t… yet”
can open new possibilities.

2. Transaksional vs Transformasional

We explored what happens when people work only for instructions and targets…
versus when they work with initiative, clarity, and ownership.
Many participants realized:
“I’ve been working hard, but not necessarily working transformational.”

3. The Power of Yet

The simplest idea, but the one that landed the deepest.
Instead of “I can’t do this,” the room shifted toward:
“I can’t do this… yet.”
We closed with a reflection that reconnected them to their hopes, fears, and courage to grow.

Outcomes

Even with a large room, the energy shifted tangibly.
Participants walked away with:

– A stronger belief that they can grow
– A renewed sense of ownership toward FOOM’s next chapter
– More emotional clarity and less mental noise
– A mindset that supports the company’s expansion not resists it

The Brief

The request wasn’t for another training.
It was for a room where leaders could pause, be honest, and reset their direction.

What they needed:

– Clarity on how each leader naturally contributes
– A healthier rhythm of delegation (so work stops bottlenecking at the top)
– Mentoring that feels natural—not formal, not forced
– A shared leadership vocabulary across Capital Life, Capital Life Syariah, and Capital Financial
Indonesia

The real ask behind the brief:
“Help our leaders show up as better versions of themselves—for their teams, and for each
other.”

What We Delivered

A half-day leadership lab designed to feel more like a conversation than a class.

Inside the room, we worked on:

1. Self-Leadership & Zone of Genius

Leaders mapped their natural strengths—many of them realizing, for the first time,
“Oh… that’s why I lead the way I do.”
It sparked empathy, not just insight.

2. Delegation with Trust

We reframed delegation from “distributing tasks” to “building capacity.”
For some leaders, this was the moment everything clicked.
“It’s not that I don’t trust them… I just wasn’t clear.”

3. Mentoring as a Daily Habit

Instead of focusing on big frameworks, we brought mentoring back to its core:
Listening.

Asking better questions.
Helping people think, not think for them.
Every module gave them something they could use the next Monday, not “someday.”

Outcomes

Leaders committed to immediately:

– Using their Zone of Genius to guide work distribution
– Delegating with clearer expectations
– Practicing structured mentoring weekly
– Strengthening two-way communication and feedback loops

Measured improvement (Pre/Post Test)

Across core leadership skills, the average capability score increased by 6%, indicating stronger clarity
in self-leadership, delegation, trust-building, and mentoring.

What participants said

Words directly from the room:

– “This training reminded me why understanding strengths matters in real execution.”
– “I should’ve had this when I was younger—this is essential for every leader.”
– “The delegation framework finally made things click.”