I make change actually stick | Turning resistance into resilience | Top 25 Change Management Thought Leader | 2x #1 Best-Selling Author “Future Fit Organisation” | TEDx | Top 10 Women 🇲🇨 | Building in Longevity
Indonesia
32 rb pengikut
500+ koneksi
32 rb pengikut
500+ koneksi
Tentang
Real change is a long game.
Not a launch. Not an off-site. Not a deck that limps to the finish line. Change that actually holds — in organisations, in teams, in minds, and yes, in bodies — takes patience, rigour, and a refusal to settle for activity masquerading as progress.
I've spent more than a decade playing that game, and winning it.
I've been blessed to play a part in the transformation of organisations that can't afford to get it wrong: LVMH, Salesforce, Marsh, Worley, F5, Asana, AppsFlyer, Pertamina, ESF. I've steered a US$42M mission-critical overhaul across the world's largest policing jurisdiction, and driven change at one of the world's largest miners that unlocked +US$170M in value. Across six continents, my work has reached 65,000+ leaders — and, unusually... it sticks.
I'm a two-time #1 best-selling author (The Future Fit Organisation), a TEDx speaker, a Top 25 global change thought leader, and creator of FUTURE TALK — the card game that gets leadership teams having the conversations they've been avoiding. My work and point of view have been featured in Vogue, SmartCompany, Harper's Bazaar, Tatler, the AFR, Business Insider, Channel News Asia and the Sydney Morning Herald.
I also bring something rare to a field that too often settles for the generic: an editorial eye. How an idea looks and feels matters as much as whether it's right — I've never believed rigour and taste were mutually exclusive.
Lately, I've been applying the same long-game thinking to human longevity — quietly building something new. More on that when the time is right.
So — if you lead a large organisation and want your leadership team genuinely aligned, not just gathered in a room, let's talk. If you're programming a stage and need a keynote that moves people to act, same. If you're a partner or investor who thinks in decades vs dollars each quarter, I'd like to hear from you.
And if it's advisory or consulting you're after, that conversation's open too.
Let's build something that lasts.
Follow my journey IG @freshbyfriska
My musings medium.com/@freshbyfriska
The #futurefitleaders newsletter freshbyfriska.kit.com
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Artikel oleh Friska
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32 rb pengikut
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Friska Wirya membagikan iniThree of the world’s most recognisable companies changed CEOs this year. Apple. Walmart. Workday. Different industries, different reasons for the exit — but almost the identical instruction waiting on the new desk: transform something, anything........ FAST. That’s not a coincidence. It’s the default playbook the market now hands every incoming CEO, whether the organisation asked for it or not. New leader, twelve months of goodwill, an expectation that something visible has to change to justify the appointment. I’ve watched that clock start on plenty of my own clients, and it rarely produces lasting transformation. It produces the appearance of one — a reorg, a rebrand, an AI initiative — timed to the CEO’s honeymoon period rather than to what the organisation is actually ready to absorb. Readiness doesn’t reset itself just because the name on the door changed. The CEOs who get this right ask the unglamorous question first: not “what should I change in year one?” but “what is this organisation currently capable of changing, if at all?” Then they build the timeline around the honest answer, not the impatient one. Average CEO tenure keeps shrinking. That’s exactly why moving fast and loud keeps winning over moving right. If you inherited a mandate to transform something, what would you actually check first — before touching the org chart? Im curious to know. #FutureFit #Leadership #Transformation
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Friska Wirya membagikan iniNone of my Indonesian friends renew their driving licence in person at Polda (police dept). They use a calo (informal middleman). They pay 3x the official fee, and they're done in less than an hour instead of losing a day. Ask them why and you get five reasons at once: fear, speed, distrust, incentive, status. Your people are doing the same thing with your AI. The model is approved. The owner is named. The board signed it off. And at the branch, the relationship manager adjusts the inputs until the score "looks right." This isn't stupidity or disloyalty. They're making a reasonable choice under pressure. And they are not the exception: → 57% of employees hide their AI use at work → 66% rely on AI output without checking it → Fewer than half have had any AI training → 3 in 4 Indonesian knowledge workers bring their own AI tools So when a board tells me accountability is "on the register", I ask one question: who sees the workaround? Erik Koenen thinks the answer starts on the balcony, with named owners and written limits. I think it starts on the dance floor, where the work actually happens. We argue it out in Episode 1 of our new series, 'The Balcony and the Dancefloor'. We also found one sentence we both agree on. Yes, just one. Ha! It's in the article. Paper or practice: where is your organisation failing? Come boogy on the dance floor. #AIGovernance #FutureOfWork #BoardGovernance #ChangeManagementYour AI has a signature on paper and a workaround in practice. We disagree on which one will sink you.Your AI has a signature on paper and a workaround in practice. We disagree on which one will sink you.
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Friska Wirya membagikan ini71% of leaders are reporting the highest stress of their careers right now. That’s DDI’s Global Leadership Forecast, one of the largest studies of its kind. And it gets worse: 40% of those stressed leaders are already thinking about quitting. Five signs I look for now, before any of that shows up in an exit interview: 1. They’ve stopped pushing back in meetings. Silence isn’t buy-in — it’s usually the first thing to go. 2. They’re doing the work themselves instead of delegating it. Not because they trust no one. Because delegating now costs energy they don’t have. 3. Their calendar has no white space left, and they’ve stopped noticing. 4. They talk about the mission in the past tense — “this used to matter to me.” 5. They’re technically present in every meeting and genuinely absent from most of them. Forty-plus transformations in, I can tell you the technology was never what burned leaders out. It was being asked to change everything, with no one checking whether they had anything left to change with. The people stack always cracks first. The org chart is usually the last to notice. Which of these have you seen more often lately? #FutureFit #Leadership #ChangeManagement
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Friska Wirya membagikan iniThree in four executives just admitted, in writing, that their own AI strategy is mostly for show. That’s not a leak. That’s WRITER and Workplace Intelligence’s 2026 survey — 1,200 C-suite leaders, on the record. 75% say the strategy is more theatre than direction. 54% say adopting AI is actively tearing their company apart. Read that twice. The people writing the strategy don’t believe it either. I’ve watched this exact posture for fifteen years, long before AI was the word doing the damage. A slide deck gets approved. Nobody actually redesigns how decisions get made, who’s accountable, or what “AI-ready” is meant to mean for the people expected to use it. Transformation theatre doesn’t fail because the technology underperforms. It fails because leadership never believed the script they handed everyone else. You cannot fake it till you become it if the person holding the plan already knows it’s fake. If your AI strategy would embarrass you read back to your own board in six months — that’s worth admitting to yourself before it becomes public. Is your organisation’s AI strategy the real plan, or the performance of one? #FutureFit #Leadership #AI
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Friska Wirya membagikan iniThe smallest room I spoke in this year taught me more than any stage has. Jakarta, this week. An intimate book talk, hosted by Periplus — the exclusive distributor of both my books in Indonesia. No lectern. No hundreds of seats. A dozen people who had read every chapter, and weren’t shy about sharing their experiences with change. On a stage, you get applause. In that room, you get pushback — specific, chapter-and-verse. I’ll take the room every time. Because if an idea can survive twelve people who’ve actually read it, cover to cover, questioning you directly — it can survive a boardroom. That’s the real test of future fitness, or any idea, honestly. Not how it plays from a stage. How it holds up in a room small enough that you can’t hide behind the slides. The people stack always outweighs the tech stack, and it turns out the same is true of ideas versus the platform you deliver them from. What’s a book that changed how you actually lead? Tell me below — I’m always adding to the pile. #FutureFit #Leadership #Reinvention
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Friska Wirya membagikan iniThe rate of organisational change has increased 183% since 2019. Accenture's Pulse of Change Index put a number on something I've felt for several years. Five things partnering with MNC's through that acceleration has taught me, that no framework did: 1. Speed doesn't excuse skipping readiness. It just makes the wreckage arrive faster. 2. The organisations coping best aren't changing least. They stopped treating change as a one-time event and started treating it as an enduring condition. 3. Leaders who won't model the change are now the single biggest point of failure. Not budget, not tech, not timeline. 4. Take unlearning more seriously than learning. Nobody plans for how much has to be let go before anything new can be absorbed. 5. 183% more change does not mean 183% more capacity to absorb it. That number has barely moved. That's the real crisis nobody's measuring. Forty-plus transformations in, across mining, government, engineering and tech, the pattern hasn't changed even as the pace has. The people stack still outweighs the tech stack. It's just running out of runway faster than it used to. Which of these has hit closest to home for you this year? I'll be talking about this, among many other elements of organisational transformation this Friday in Jakarta @ Setiabudi ONE. #FutureFit #Leadership #ChangeManagement
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Friska Wirya membagikan iniIndonesia unveiled the newest model for its first-ever luxury car brand last week. I was in the room for it. Tuksedo Studio black tie, Bali. And underneath the cars and the styling, what struck me wasn't the product. It was the category. Nobody in this country had built that category before. No playbook to copy, no local competitor to benchmark against, no established customer expectation to meet. Just the decision to be first, and everything that has to be built underneath that decision to make it real. I know that particular kind of vertigo. Bali's first medical-grade longevity clinic doesn't have a template either. Building this has meant the same thing that launch required: no shortcuts, no borrowed credibility, just the slow work of proving a category can exist here, properly, before anyone will trust it. And it was never one person's launch. It took the craftsmen who built the cars, the team who built the room, and a hundred people willing to put their name on something unproven by showing up for it. That's the part every transformation I've ever run also requires, and the part most CEOs underestimate. The strategy is never the hard part. Assembling the cast of people willing to be first with you is. Building trust with your first clients is. Establishing confidence in something that doesn't exist yet is. What's your favourite car? Tell me in the comments. #FutureFit #Reinvention #Leadership
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Friska Wirya membagikan iniJakarta. This Friday. In English and Bahasa. Registrations essential as spaces are limited. #futurefitleaders #bestsellingauthor #culturechange #aitransformation
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Friska Wirya membagikan iniFive things building something new in longevity is teaching me......that 20 years of transformation work didn't: 1. Regulatory rigour is its own change program. You can't fake it till you become it with clinical standards — the body, the law and the govt don't negotiate. 2. Being the client is harder than being the advisor. I've spent two decades telling many leaders to sit with discomfort before they fix it. Turns out much easier said than done! 3. The team you build before you launch matters more than the launch itself. I learned that on a mine site. I needed to learn it again (and again), from scratch, in Bali. 4. Slow is not the same as behind. Medical-grade takes longer than spa standards. I've had to make peace with that more than once. I still wrestle with it! 5. The thing that scares you is usually the thing worth building. I've said that in keynotes for years. I'm constantly relearning how true this is. I'm building something I will love, use and return to over and over again — a longevity practice, done to a genuine international standard, not a wellness-retreat one. Where else but the island of the Gods. For now: turns out unlearning doesn't stop just because you wrote the book on it. Ha! What's something you thought you already knew, until you had to actually do it? Tell me below. P.S. Curious? Check out revara.life #FutureFit #forthelonggame #Reinvention
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Manfred Huschka 曼飞 some leaders do not realise they have played a part in creating stressful workplaces too.
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Friska Wirya menyukai iniFriska Wirya menyukai iniToday is my first offical day as Assistant Professor of English & Tier 2 Canada Research Chair in Textual Futures at Toronto Metropolitan University (TMU)! In this role, I'm also the new Director of TMU's Centre for Digital Humanities (CDH), a dynamic interdisciplinary lab within the Faculty of Arts, Toronto Metropolitan University. 👋 💻 ✨ 📚. 📢 I'm looking forward to working with a wonderful department and contributing to new research at TMU across the fields of literary studies, digital humanities, and artificial intelligence. Get in touch if you're interested in working with the CDH or collaborating on all things text, culture, and AI. I'll also be focused on continuing the strong research connections between Australia and Canada in DH & the Arts and Humanities more broadly!
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Friska Wirya bereaksi terhadap hal iniFriska Wirya bereaksi terhadap hal iniAn LLM visibility audit goes beyond traditional SEO. It looks at whether AI systems can discover, understand, cite, and accurately represent your brand. In this article, I cover the key areas every LLM visibility audit should examine, including: • Brand mentions • AI citations and source analysis • Entity understanding • Technical SEO • Content quality • Search intent coverage • Competitor visibility • Third-party mentions • AI representation accuracy • Structured data • Geographic visibility As search continues moving from links toward AI-generated answers, understanding how your brand appears in those answers is becoming an important part of modern search strategy. Read the full article to see what a practical LLM visibility audit should include. #LLMSEO #AIVisibility #AEO #GEO #AISEO #SEO #GenerativeAI #DigitalMarketing #SearchMarketing #ContentStrategyWhat Should Be Included in an LLM Visibility Audit?What Should Be Included in an LLM Visibility Audit?
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Friska Wirya menyukai iniFriska Wirya menyukai iniI used to say: “AI won’t replace recruiters. It’ll just make them better.” I’m no longer convinced that’s true. After watching companies use Lisa 3.0, I think recruitment is about to change far more dramatically than most are prepared for. To be clear: humans aren’t going anywhere. Selling someone their dream role. Building trust. Understanding nuance. Closing candidates. Humans are still exceptional at those things. But sourcing? Advertising? Reviewing 500 CVs? Screening? Ranking? Shortlisting? I think the days of humans spending most of their week doing those tasks are numbered. Most recruiters have played with AI sourcing tools, interview note-takers or ChatGPT and think they’ve experienced AI recruiting. They haven’t. Lisa isn’t another tool for a recruiter. Lisa is the recruiter. Give her a vacancy. She can search across 800m+ profiles, advertise the role, review every applicant, proactively source candidates, interview them 24/7, score everyone against your exact requirements and show you the evidence behind every decision. Then you wake up to the shortlist. The human doesn’t disappear. Their job gets upgraded. Less searching. Less screening. Less admin. Less repetitive work. More relationships. More judgement. More selling. More closing. My prediction is that within the next 12 months, having humans manually source and screen hundreds of candidates will feel as outdated as filing paper CVs does today. If you want to see what that looks like, schedule a demo at welovealfa.com
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Friska Wirya menyukai iniFriska Wirya menyukai iniMy international travel checklist has always had one item nobody tells you about. Avoid unnecessary phone calls. Not because I do not want to talk. Because I do not want to come back from a 5 day trip and discover that my phone bill also went on vacation. So abroad, I have done all the usual things. Connected to every WiFi possible. Saved hotel details before leaving. Kept mobile data off unless I really needed it. And then my parents call. Minal, reached? Yes. Send a picture. Okay. Where are you? I am outside. Video call karo. At that point there is no travel plan, no roaming strategy and no escape. Then I saw SRK enjoying the VIP treatment with Vi. 𝐒𝐑𝐊 𝐤𝐨 𝐕𝐈𝐏 𝐦𝐢𝐥 𝐫𝐚𝐡𝐚 𝐡𝐚𝐢. 𝐌𝐮𝐣𝐡𝐞 𝐛𝐚𝐬 𝐲𝐞 𝐜𝐡𝐚𝐡𝐢𝐲𝐞 𝐤𝐢 𝐌𝐨𝐦 𝐤𝐚 𝐜𝐚𝐥𝐥 𝐚𝐚𝐲𝐞 𝐚𝐮𝐫 𝐦𝐚𝐢𝐧 𝐛𝐢𝐥𝐥 ��𝐞 𝐧𝐚 𝐝𝐚𝐫𝐮𝐧. That is why Vi's free international roaming actually makes sense to me. I can use my phone normally while travelling instead of treating every call like a luxury expense. SRK has his VIP treatment. I have Mom's video calls. Everyone has priorities. Vodafone Idea Limited #ViPeSabVipHai #Vi
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Friska Wirya menyukai iniFriska Wirya menyukai iniMy salary has a very short window of opportunity. First few hours: “I need to be responsible this month.” By evening: “Okay but I haven’t ordered anything nice in a while.” By the weekend: “Where did my salary go?” 😂 Then I came across this print ad and the “celebrating my salary” bit immediately made sense. The whole fake LinkedIn post had me for a second. “One more month of doing VLOOKUP at work” is exactly the kind of thing you’d expect to see on your feed. Only this time, the celebration is a little more honest. Zomato
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Friska Wirya menyukai iniFriska Wirya menyukai iniLinkedIn has taught us to celebrate everything. New role. New project. One year at the company. Successfully survived another quarter. But nobody celebrates the most important monthly milestone quite as enthusiastically: Salary credited. 😂 This Zomato print ad basically took the language of LinkedIn and gave it a much more honest ending. Celebrating one more month of doing VLOOKUP at work. Fair enough. #business #trending #zomato #technology #festive #celebration
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Friska Wirya menyukai iniFriska Wirya menyukai iniWith so many IPOs in the pipeline, most of us naturally follow the names we already know. Consumer brands, financial companies, tech businesses, and the occasional new-age story. But there are also some fairly specialised businesses making their way into the market. HD Fire Protect Limited feels like one of those dark horses. It’s easy to think of fire protection as fire extinguishers and sprinklers. Nobody walks into a data centre or a refinery and thinks about what happens if something catches fire. This company’s business goes well beyond basic firefighting equipment, covering things like deluge systems, foam systems, sprinklers, valves and custom-engineered solutions. And this isn’t a small niche business either. In FY25, HD Fire Protect reported around ₹433 crore in revenue, with ₹138 crore in operating EBITDA and a 31.89% EBITDA margin. The interesting part isn’t just what the company sells. It’s the engineering that goes into deciding what needs to be installed, where, and how it should respond when something goes wrong. A ₹400+ crore business isn't just built on IPO day. It is built over decades- product by product, project by project, and customer by customer. #HDFireProtect #IPO #IndiaManufacturing #FireSafety #IndustrySafety #HDFire
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Friska Wirya menyukai iniFriska Wirya menyukai iniThere’s one work notification that somehow never feels like work. Your salary has been credited. Suddenly that dinner you’ve been postponing doesn’t seem like such a bad idea. That thing sitting in your cart since last month? Maybe it’s time. And somehow, payday turns into a mini celebration every single month. 😂 Came across this Payday Party print ad and the whole LinkedIn-style setup made me smile. The “celebrating my salary” reveal is painfully relatable. Zomato
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