10 essential steps to unlock your neuroscience-backed leadership mindset

Being a successful leader can make all the difference between triumph and failure. But what if you could enhance your leadership skills by using insights from neuroscience?

This article combines practical aspects of startup leadership with neuroscience-backed tips to provide you with an all-inclusive guide. Let’s dive into the ten habits that can transform you into a highly effective and inspiring startup founder.

Habit one: Setting clear goals and priorities

When goals are well-defined, the brain releases dopamine, which thrives on clarity and structure. In a startup, time is a precious commodity, and it is crucial to set clear, actionable goals and break them down into manageable tasks. Prioritising these tasks allows everyone to be aligned with the startup’s mission and tap into the brain’s natural reward system.

Habit two: Effective communication

Mirror neurons play a crucial role in our ability to understand the actions and emotions of those around us. In a startup setting, communication is key to success. From investor meetings to product updates, keeping your team informed is crucial. By maintaining an open dialogue, you can activate mirror neurons and encourage a culture of empathy and trust.

Habit three: Building strong relationships

Did you know that oxytocin, also known as the “bonding hormone,” has the ability to strengthen social bonds? As a leader, you’re not just a boss but also a valuable team player. It’s crucial to invest time in getting to know your team members beyond their job descriptions. This allows for the release of oxytocin, which in turn creates a supportive work environment that is essential for the success of any startup.

Habit four: Continuous learning and self-improvement

It is imperative to commit to continuous learning to stay ahead of industry trends and remain competitive. Neuroplasticity, the brain’s ability to reorganise itself by forming new neural connections, plays a significant role in lifelong learning. By leveraging neuroplasticity, you and your team can enhance your adaptability, acquire new skills, and improve problem-solving abilities. Therefore, it’s essential to create a culture of continuous learning to achieve success in the long run.

Habit five: Taking calculated risks

The prefrontal cortex assists in evaluating risks. Startups are inherently risky, but calculated risks can lead to high rewards. It’s important to evaluate potential outcomes and consult your team to engage the prefrontal cortex, which results in better decision-making.

Also Read: The neuroscience of startups: Unlocking the brain’s potential for business success

Habit six: Empowering and delegating

Empowerment is a powerful tool that can stimulate the reward pathways of the brain. As a founder, it can be tempting to oversee every detail of your business, but micromanaging can be counterproductive. Instead, it’s better to delegate tasks to team members based on their strengths.

This not only frees up your time to make strategic decisions, but it also motivates your team and activates their brain’s reward system. By empowering your team and allowing them to take ownership of their work, you create a positive and productive work environment that benefits everyone involved.

Habit seven: Leading by example

Observational learning activates the mirror neuron system. As a startup founder, your actions set the tone for your team. If you burn the midnight oil, your team is more likely to follow suit. Leading by example taps into the brain’s mirror neurons, making positive behaviours easier to emulate.

Habit eight: Adaptability and flexibility

Cognitive flexibility is the ability that allows people to switch between different tasks, concepts, and perspectives with ease. This neurological strength is crucial for adaptability, problem-solving, and decision-making.

In the dynamic and unpredictable world of startups, being adaptable and flexible in your leadership style and business strategy can be a valuable asset that enables you to navigate through unexpected challenges and opportunities.

Habit nine: Resilience and perseverance

The ability to be resilient is crucial. It allows you to manage stress and overcome setbacks that are inevitable in such a dynamic environment. Furthermore, being resilient helps regulate stress hormones in the brain, which can positively impact your overall well-being.

By demonstrating resilience, startup leaders set a powerful example for their team members and create a culture of perseverance and determination.

Habit ten: Emotional intelligence

The amygdala, a part of the brain, plays a significant role in regulating emotions. When managing a startup, stress is inevitable. However, having emotional intelligence can help you maintain a level head and make rational decisions. Additionally, emotional intelligence enables you to understand your team’s emotional state, which is crucial for creating a healthy work environment.

In conclusion

As a startup founder, you experience both excitement and challenges. However, by incorporating neuroscience-backed habits into your leadership style, you can effectively navigate the complexities of startup life. This not only helps you build a prosperous business but also enables you to assemble a team that is neurologically wired for success.

Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic

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This was first published on October 6, 2023

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Why more highly-skilled developers are needed amidst the economic downturn?

In times of economic downturn, the need for highly skilled developers becomes even more pronounced. While conventional wisdom might suggest that a recession is a time for belt-tightening and cost-cutting, there are compelling reasons why organisations should prioritise the recruitment and retention of top-tier software developers.

In this article, we will delve into why highly skilled developers are indispensable during economic crises.

Technological resilience

One of the primary reasons why highly skilled developers are essential in an economic downturn is their capacity to bolster technological resilience. These experts possess the knowledge and experience to create robust, innovative solutions to help organisations weather the storm of economic uncertainty.

In challenging economic times, businesses must be agile and adaptable to survive. Highly skilled developers can play a pivotal role in enabling this agility. They can automate processes, streamline operations, and develop digital products that cater to rapidly shifting consumer demands.

Consider the example of a retail company facing declining sales due to an economic downturn. A highly skilled development team can swiftly create and implement an e-commerce platform, allowing the company to reach a broader customer base and offset losses from traditional retail channels. Such digital transformations are possible because of skilled developers’ expertise and creativity.

Cost-efficiency

It might seem counterintuitive, but investing in highly skilled developers can lead to cost efficiency during an economic downturn. Professional developers are often more efficient in their coding and problem-solving abilities. They can identify and eliminate bottlenecks, optimise resource utilisation, and ensure that projects are executed precisely.

In contrast, less skilled developers may require more time to complete tasks, increasing labour costs. Moreover, the quality of their work may need to improve, necessitating additional resources for testing and debugging. In times of financial constraint, organisations need help to afford these inefficiencies.

Also Read: Greentech revolution: Catalysing software’s success to drive a sustainable future

By hiring highly skilled developers, businesses can minimise the time and resources required for project completion, ultimately reducing operational costs. This cost-effectiveness can be a game-changer for companies striving to maintain profitability in challenging economic conditions.

Competitive advantage

Surviving an economic downturn is not just about staying afloat; it’s also about positioning your organisation for future success. Skilled developers provide a competitive advantage that can be a lifeline during a recession. They are adept at creating innovative, high-quality digital products and services that set a company apart.

Consider the fiercely competitive smartphone market. Companies like Apple have consistently maintained their market leadership by delivering cutting-edge technology and user experiences. Skilled developers are at the core of this competitive advantage, constantly pushing the envelope to create products that captivate consumers.

In times of economic uncertainty, consumers become more discerning. They seek value, quality, and innovation. Businesses that invest in highly skilled developers are better equipped to meet these expectations and gain an edge over competitors. While others may be cutting corners and compromising on quality, companies with experienced developers can continue to deliver excellence.

Digital transformation

Economic downturns often serve as catalysts for digital transformation. Organisations that were previously hesitant to embrace technology suddenly find themselves compelled to do so to survive and thrive. This transformation requires expertise in software development, making highly skilled developers indispensable.

Digital transformation involves the integration of digital technologies into all aspects of a business. This can encompass everything from adopting cloud computing and data analytics to creating mobile apps and implementing e-commerce platforms. Highly skilled developers are the architects of this transformation, responsible for designing and building the digital infrastructure that supports it.

Consider the example of a traditional brick-and-mortar retailer. Faced with declining foot traffic during an economic downturn, the retailer launched an online store. This transition involves developing a user-friendly website, setting up secure payment gateways, and implementing inventory management systems. Without highly skilled developers, this transformation would be daunting and potentially insurmountable.

Highly skilled developers possess the technical expertise to execute digital transformation projects and the strategic insight to align them with the organisation’s goals. They can identify opportunities for automation, data-driven decision-making, and enhanced customer engagement—all critical elements of successful digital transformation.

Job creation

While the focus of this article has largely been on the benefits of hiring highly skilled developers for businesses, it’s worth highlighting the broader economic impact of this investment: job creation. In times of economic downturn, job losses are a significant concern, and highly skilled developers can play a role in mitigating this challenge.

Also Read: Tomorrow comes today: How jobseekers can take advantage of the rise of XR tech

When businesses invest in skilled developers, they create job opportunities within their organisations and support ancillary roles in IT, marketing, customer service, and more. For every highly-skilled developer hired, several other positions are often created to help their work and the products or services they develop.

Furthermore, skilled developers can contribute to the growth of the broader tech ecosystem in their region. They often engage in knowledge-sharing, mentorship, and collaboration with startups and smaller businesses, helping to nurture a thriving tech community. This, in turn, leads to additional job opportunities and economic growth.

In conclusion, the imperative for more highly skilled developers during an economic downturn cannot be overstated. These professionals are essential for enhancing technological resilience, driving cost-efficiency, gaining a competitive advantage, facilitating digital transformation, and contributing to job creation.

While it may require an initial investment, the long-term benefits of having a skilled development team are substantial. They can be the key to survival and success in turbulent economic times. Organisations that recognise the value of highly skilled developers and prioritise their recruitment and development will be better positioned to navigate the challenges of economic downturns and emerge stronger on the other side.

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This article was first published on October 23, 2023

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Thriving when markets tank: Strategic lessons from history’s bear cycles

Bear markets. Just mentioning the term can send chills down a founder’s spine. Historically, whether in traditional commodities like oil and gold or in cutting-edge sectors like crypto and emerging tech, bear markets have a notorious reputation for destroying businesses.

Yet, hidden within these bleak periods are powerful opportunities for companies that approach downturns strategically.

Understanding the history of bear markets can equip today’s founders with the mindset needed not just to survive, but to thrive.

Lessons from historical bear markets

Let’s rewind to the oil rush era of the early 20th century. Initially, oil represented boundless opportunity. Entrepreneurs flooded into Texas, Oklahoma, and California, chasing fortunes as the new fuel transformed industries. But oil markets are cyclical. Prices collapsed dramatically in the early 1930s due to oversupply and the economic fallout from the Great Depression.

Suddenly, countless companies that had been built purely on speculation and short-term gains found themselves underwater, unable to withstand the drastic price drops. The businesses that survived—and ultimately thrived—were those that diversified their offerings and built resilient operations not solely dependent on high prices.

Consider the gold rushes of the 19th century. Miners and towns that sprung up almost overnight vanished just as quickly when gold prices fluctuated sharply downward. Companies overly dependent on the speculative prices of gold, without diversified revenue streams or robust operational practices, failed when the inevitable downturn occurred.

Also Read: Seizing opportunities: Accelerators as a strategic choice in bear markets

Those who weathered these drops successfully were businesses with diversified services—providing mining equipment, transportation, housing, and other necessities. These companies built lasting brands, resilient enough to withstand volatile markets.

Embracing bearish conditions in emerging tech

Today, we see parallels in crypto and emerging tech industries. The crypto winter of 2018 and the tech downturns following market euphoria periods illustrate that speculative excitement alone isn’t sustainable. Businesses built solely on market hype often crumble when investor enthusiasm wanes and capital dries up.

Yet, amidst such turmoil, companies like Coinbase and Binance expanded their offerings beyond mere exchanges. They invested in compliance, institutional services, education, and user experience, strengthening their positions and emerging from downturns stronger than before.

Bear markets offer a rare clarity, forcing businesses to examine the real value they provide. It’s a period where capital becomes scarce, and customers become cautious. Founders must confront difficult decisions about spending, hiring, and strategic direction. Yet, it’s precisely these conditions that present unique opportunities. Companies able to innovate and adapt during downturns often position themselves as leaders in the subsequent market recovery.

This strategic pivot requires viewing bear markets as opportunities, not merely threats. Startups must leverage these periods to strengthen core business practices, diversify revenue streams, and invest in customer trust and brand longevity.

During crypto’s recent bear market, platforms that invested in transparency, security enhancements, and clear regulatory compliance gained substantial customer trust. Even while crypto prices fell, these brands became stronger, and users felt safer staying invested.

Conclusion: Building resilience for long-term success

The key takeaway from historical bear markets—be it oil, gold, or crypto—is the value of sustainable business practices over speculative growth. Instead of chasing short-term gains, successful companies consistently prioritize operational excellence, diversified revenue, and brand trust.

Also Read: Super niche marketing: The secret to thriving in a bear market

Amazon, which emerged from the dot-com bubble’s burst, didn’t just survive because it was an online bookstore. It diversified into logistics, cloud computing (AWS), and countless other services that insulated it from market volatility. Today, Amazon is not just resilient but dominant precisely because it adapted strategically during tough economic periods.

Emerging tech and crypto founders today must adopt a similar mindset. Rather than fearing a downturn, embrace it. Use bear markets to streamline operations, refine your value proposition, and deepen your customer relationships. Evaluate which parts of your business provide genuine, lasting value and which rely on fleeting market conditions. These evaluations might be tough but are necessary for sustainable growth.

Moreover, during bear markets, great talent becomes more available. This period is perfect for strategic hiring. Companies that thoughtfully build their teams when others are contracting gain a competitive advantage when markets inevitably rebound. The downturn is also the right time to negotiate better deals, acquire competitors or complementary businesses at discounted valuations, and invest in long-term infrastructure.

Finally, bear markets are the optimal moment to solidify your brand identity. Customers remember brands that remain visible, consistent, and supportive during tough economic times. Companies that demonstrate resilience and continue to deliver value build lasting customer loyalty. Your customers won’t forget your support when everyone else is scaling back.

Looking ahead

While bear markets historically have spelled disaster for many businesses—from oil rush companies to gold miners—the lessons remain consistent. Companies that thrive through downturns build diversified, resilient operations, invest strategically in talent and infrastructure, and deepen customer trust.

In crypto and emerging tech, adopting these historical lessons is not just wise; it’s essential. Embrace the bear market as a strategic opportunity to emerge stronger, better positioned, and ready to dominate when the bull market returns.

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How cybersecurity teams can involve HR to optimise incident response

Cybersecurity threats evolve rapidly, making them an unavoidable concern for startup owners and entrepreneurs. It’s not whether a cyber threat will occur but when. This looming reality makes it critical to optimise every resource at your disposal, and that includes your human resources department.

Often, people think of HR as the team responsible for hiring, payroll and maybe the annual office party. However, it does so much more — it shapes the very culture of your organisation. The values, behaviours and interactions HR fosters can be pivotal in building a robust cybersecurity framework.

HR’s expertise in handling confidential information makes it invaluable for establishing and executing effective security protocols. Integrating HR into your cybersecurity strategy, from pre-incident training to post-incident follow-ups, adds an extra layer of security and optimises your entire approach to cyber threats.

Employee onboarding and offboarding

Employee transitions are crucial moments where companies are especially vulnerable to cyber-risks. New staff may not be familiar with your company’s cybersecurity policies, making them easy targets for phishing scams or unintentional data breaches. On the flip side, departing workers have inside knowledge and access, which could pose risks if not properly managed.

During onboarding, HR can ensure new hires only get access to systems and data they need for their roles. They can also team up with cybersecurity to provide immediate and role-specific training. For offboarding, HR can manage a checklist to revoke digital access rights, collect company property and ensure no sensitive information leaves with the departing employee.

Pre-incident training

Education is fundamental to minimising risks. Ransomware is a looming threat that can debilitate businesses. Imagine a perpetrator holding your entire system hostage until you pay a hefty fee. This is more common than you might think — 68.5 per cent of organisations worldwide were victimised in 2021. What if your employees could spot the signs early or avoid clicking that malicious link altogether?

HR teams are experts in designing and delivering training programs that resonate with employees. They can create engaging, practical sessions on ransomware and other cyber threats with real-world examples and interactive exercises.

A well-educated staff is your first line of defence, capable of identifying and reporting suspicious activities before they escalate. Over time, these training sessions will foster a culture of security awareness, making your entire organisation more resilient against cyber threats.

Collaborative threat assessment

Internal threats are among the often overlooked aspects of cybersecurity. While external hackers grab headlines, sometimes the risk comes from within, either intentionally or accidentally. HR and cybersecurity teams can identify these internal vulnerabilities through endpoint security.

Also Read: Understanding the significance of Cybersecurity Awareness Month

HR has a keen sense of the human element in the workplace. Department members can spot changes in employee behaviour, morale or performance that could signal a potential internal threat. Sharing this information with the cybersecurity team lets organisations quickly assess whether these indicators correlate with suspicious digital activities.

Combining HR’s understanding of employee behaviour with cybersecurity’s technical expertise enables companies to achieve a more nuanced and comprehensive threat assessment. This approach helps preempt possible incidents and aids in devising targeted training programs or interventions.

Incident reporting mechanisms

An essential component in combating cybersecurity threats is the ability for employees to report suspicious activities easily. People might hesitate if the process is complicated or intimidating, and that delay could turn a minor incident into a major breach.

HR can enter these situations by establishing straightforward reporting mechanisms like a dedicated hotline or internal portal. It can also promote this system through regular communications, ensuring everyone knows how and where to report concerns.

An approachable, anonymous reporting system encourages more employees to come forward without fear of backlash. It increases the likelihood of catching internal threats early and allows for a more proactive approach to security.

Crisis communication

Precise and swift communication is paramount when a cybersecurity incident occurs. Confusion can escalate problems and lead to panic in moments of crisis, making an already bad situation worse.

HR teams can work closely with the cybersecurity team to craft clear, accurate messages that inform employees about the incident without causing alarm. They can decide the best channels for dissemination — be it email, internal messaging platforms or emergency meetings — and execute swiftly.

Speed and transparency are significant factors in these circumstances. Quick communication minimises the time for rumours to spread, while transparency maintains trust. Well-informed employees are more likely to follow procedures correctly, reducing the potential impact of the incident.

Post-incident follow-up

Once the dust settles after a cybersecurity incident, it’s vital to conduct a post-incident review to understand what happened and how to prevent future issues. HR can help gather employee feedback, analyse current protocols’ effectiveness and identify improvement areas.

Revising policies and training programs is also necessary. Learning from an incident means updating guidelines and training to address exposed vulnerabilities. HR can collaborate with the cybersecurity team to make these revisions and ensure they roll it out in future educational sessions.

Also Read: The state of cybersecurity in 2023: How APAC organisations can stay ahead of the curve

In addition, HR is crucial in supporting affected employees. Cyber incidents can be stressful and may result in lowered morale or mistrust within the organisation. The department can offer counselling services, answer questions and reassure staff, which is essential for maintaining a positive environment.

Building a cybersecurity culture

A security-focused work culture is essential for robust cybersecurity. Ingraining security awareness into the DNA of your company culture makes every employee a de facto security team member.

HR teams are pivotal in building this culture. They can spearhead awareness campaigns that go beyond the obligatory annual seminar. Think monthly newsletters, workshops and employee recognition programs for best security practices. These initiatives make cybersecurity part of the daily conversation, keeping it top of mind for everyone.

A strong security culture pays dividends in cybersecurity effectiveness. Employees become more vigilant, aware of potential threats and proactive in reporting suspicious activities. It’s a virtuous cycle — your cybersecurity posture becomes more resilient as awareness grows.

Compliance and documentation

Accurate record-keeping is a cornerstone of effective cybersecurity, especially regarding compliance with regulations and internal policies. Without well-maintained records, your organisation can be in hot water, securitywise and legally.

HR teams can play a central role in managing these compliance requirements. They can maintain detailed employee training records, incident reports and policy updates. This documentation helps your organisation meet regulatory standards and is invaluable during an audit or legal inquiry.

The benefits of meticulous documentation extend beyond mere compliance. Well-kept records can provide actionable insights for improving security measures. They allow you to track progress, identify trends and make data-driven decisions.

The alliance for a resilient future

The collaboration between HR and cybersecurity is a strategic necessity for the modern business landscape. Integrating these two departments creates a powerful alliance that enhances every facet of your business strategy — from employee training to crisis communication.

Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic

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This article was first published on October 25, 2023

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Payroll, taxes, and compliance: How to navigate China’s complex labour laws

As industries become even more competitive, businesses of all sizes will look at hiring top talent from foreign countries such as China due to their lower labor costs and highly-skilled workforce.

However, US businesses must understand and navigate China’s complex labour laws if they want to remain compliant and avoid the risk of penalties when hiring talented locals. In addition, respecting and following local labour laws will create a positive workplace for your Chinese employees.

This article will explore some of China’s labour laws and how to navigate them so you can hire global talent in 2025 and beyond. 

China’s labour laws

Probation period and pay 

Full-time contracts and temporary contracts that last more than three months can include a probation period. The duration of the probation period is based on the contract length, for example:

  • If the contract is less than one year, the maximum probation period is one month.
  • If the contract lasts between one and three years, the maximum probation period is two months.
  • If the contract lasts three years or more, the maximum probation period is six months.

An employee’s salary during their probation period may not be less than 80% of the agreed wage, less than the lowest salary standard of the same position in this company, or less than the minimum wage in the area.

Working hours

Employees should not work over eight hours each day or 40 hours per week. They are also limited to one hour of overtime per day. 

However, employers can request more than one hour’s worth of overtime if there are exceptional circumstances, but these extra hours cannot exceed three hours a day or 36 hours a month.

Minimum wage

Each local government in China sets their own minimum wage standards, which consist of hourly and monthly minimum wages for both part-time and full-time employees.

The minimum wage is often changed annually or biannually, considering the cost of living, average wage levels, and economic developments. 

Also Read: Trade War tensions escalate: How China’s jet ban and Bitcoin slips as supply outpaces demand

Benefits and contributions

In addition to annual salaries, employers are required to contribute a certain percentage towards an employee’s medical insurance, pension fund, and work-related injury insurance, unemployment insurance, and maternity pay.

Social Security

Image source: China Briefing

Maternity leave

Female employees are entitled to the national standard of 98 days paid maternity leave. However, most local governments will add extra days, giving new mothers more time off.

For example, those in Beijing and Shanghai get 158 days, those in Qinghai get 188 days, and those in Jiangsu get 128 days.

Maternity leave can start 15 days before the baby’s due date.

Also Read: 3 key strategies to master the art of value proposition pitching

Termination 

Employees can choose to leave a company at any point, but they must give their employer a written 30-day notice unless they are leaving due to unsafe working conditions or missed salary payments.

Alternatively, an employer can terminate an employee’s contract under certain circumstances, including misconduct, breach of contract, incompetence, economic reasons, and an employee’s incapacity to work for an extended period. However, they must also provide a written notice and, in some cases, pay severance.

How to navigate China’s labour laws

You can access most of the information you need about China’s labour laws on their government website or speak to employment lawyers.

However, the best way to navigate China’s complex labour laws is to hire an Employer of Record (EoR) provider. 

EoR providers act as the legal employer of your international employees, handling payroll, benefits, and local taxes. This ensures your company is safe from the compliance risks of international hiring.

Here are some of the benefits of using an EoR provider to hire employees from China:

  • You can start hiring quickly. EoR providers have everything in place to hire and onboard international employees as soon as you request their services.
  • You have more time to focus on business operations. EoR providers handle legal and administrative tasks, so you have more time to focus on business operations such as sales, marketing, or customer support.
  • You will remain compliant. EoR providers ensure your business complies with China’s complex labor laws and tax regulations. This ensures your business is safe from the compliance risks of hiring Chinese employees. 

It’s important to note that EoR services have set-up fees, monthly membership fees, and a deposit for each employee. So, consider your budget when using an EoR provider to navigate China’s complex labour laws.

Wrapping up

The Chinese workforce is full of top talent for US businesses. With the help of an EoR provider, you can tap into this skilled workforce without setting up a legal entity in China, all whilst getting access to localised support.

Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic.

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The quiet energy takeover: China’s belt and road vs America’s gas rush

In the 21st century, energy is empire. But whose empire is better built for the storms ahead: America’s new Alaska LNG venture or China’s sprawling Belt and Road Initiative?

This article contrasts the US’s Alaska LNG project against China’s BRI energy strategy, revealing that while both seek to secure economic and geopolitical leverage through energy, China’s broader, greener, and deeper investments may position it for superior long-term dominance.

Current state of play

China’s BRI Energy Footprint

China’s Belt and Road Initiative (BRI) has markedly shifted towards greener energy investments in recent years. In 2024, China’s energy-related engagement under the BRI reached US$11.8 billion, marking a 60 per cent increase compared to 2023. This surge represents the highest level of green energy engagement since the BRI’s inception, with significant investments in solar, wind, and hydropower projects across various regions, including Southeast Asia and Africa.

This continued from 2023, where 56 per cent of China’s US$8.61 billion energy engagements were in renewable energy projects, and underscores China’s commitment to promoting sustainable energy infrastructure globally.

US energy initiatives

Beyond the Alaska LNG project, the United States has been actively expanding its energy infrastructure, focusing on enhancing connectivity with neighbouring countries to bolster energy security and economic growth.

  • Canada-US pipelines: The US and Canada share an extensive network of pipelines facilitating the transport of oil and natural gas. The Keystone Pipeline System, for instance, delivers Canadian crude oil to US refineries, although its expansion, Keystone XL, was canceled in 2021. Additionally, the Alliance Pipeline transports natural gas from the Western Canadian Sedimentary Basin to the Chicago market hub, enhancing energy integration between the two countries.

  • Mexico-US pipelines: The North Baja Pipeline is a bidirectional natural gas pipeline connecting Arizona to California and into Mexico. It plays a crucial role in facilitating energy trade between the US and Mexico, with plans to reverse its flow direction to accommodate LNG exports from Mexico to the US.  ​

These cross-border energy projects signify the US’s strategic efforts to strengthen its energy infrastructure, ensuring a diversified and secure energy supply while fostering economic ties with neighbouring countries.

Energy as proxy for growth potential

China: Building infinite growth engines

China’s BRI has strategically shifted towards renewable energy investments, positioning itself as a global leader in sustainable infrastructure development. In 2024, clean energy sectors—including renewables, nuclear power, electricity grids, energy storage, electric vehicles (EVs), and railways—contributed over 10 per cent to China’s GDP, amounting to approximately US$1.9 trillion. These sectors accounted for 26 per cent of all GDP growth in 2024, underscoring their pivotal role in China’s economic expansion.

The BRI’s clean energy pivot is not accidental. It is deeply tied to the fundamental truth that a country’s economic development is inextricably linked to energy. Energy serves as the foundation of industrial production, digital economies, logistics, and even agriculture. Historically, every major growth spurt—from the British industrial revolution to the US postwar boom—has been accompanied by a surge in energy availability.

However, hydrocarbon-based development is finite: oil and gas are exhaustible resources, subject to depletion curves, rising extraction costs, and geopolitical choke points. In contrast, renewables (solar, wind, hydro) offer near-infinite scalability. The sun shines, the wind blows, and rivers flow — regardless of market cycles or depletion risks. Once renewable infrastructure is deployed, the marginal cost of additional energy approaches zero, enabling continuous, compounding economic growth with minimal incremental input.

Through the BRI, China is systematically exporting this model. By the end of 2023, Chinese overseas energy engagements tilted significantly toward solar, wind, and hydropower, making up nearly 42 per cent of total energy investments, while new coal projects dropped to virtually zero.

Also Read: Navigating tariffs and uncertainty: Why software, data, and AI startups are Asia’s path forward

Beyond financing, China embeds its technological standards (e.g. grid technology, battery systems) and supply chain dominance into host countries. This locks in both economic influence and strategic interdependence over the long term — all while fuelling local economies with theoretically infinite energy supplies.

Thus, China’s energy strategy under the BRI is not merely about diplomacy; it is about engineering self-sustaining zones of infinite economic potential anchored to Chinese-built infrastructure and governance norms.

US: Finite hydrocarbon leverage

In contrast, the US remains anchored to its traditional strength in hydrocarbons. As of 2024, the US was still the world’s largest exporter of liquefied natural gas (LNG), shipping approximately 11.9 billion cubic feet per day.

While LNG exports grant the US considerable short-term economic and diplomatic leverage — particularly with energy-hungry allies like Japan, South Korea, and Europe — they also bind America’s energy diplomacy to a finite resource base. Hydrocarbons face physical limits (reservoir depletion), price volatility (subject to OPEC+ decisions and wars), and growing policy headwinds from global climate change commitments.

Moreover, hydrocarbon dependency inherently caps economic expansion: the more one grows, the more one consumes, eventually hitting physical, environmental, and geopolitical limits. Unlike renewables, hydrocarbons cannot infinitely power continuous GDP expansion without severe resource stress or climate consequences.

This fundamental asymmetry suggests that US fossil fuel diplomacy is transactional and time-bound, whereas China’s renewable-based model is strategic and perpetually regenerative.

Additionally, the US‘s outbound energy strategy lacks a coherent green investment counterpart: while the domestic Inflation Reduction Act (IRA) has boosted internal renewable investment, US outbound energy projects largely remain hydrocarbon-centric, missing the opportunity to shape emerging energy markets abroad.

Thus, while the US can temporarily secure influence through LNG and cross-border pipelines, its long-term ability to dominate the future energy economy — and by extension, the future global economy — is structurally weaker compared to China’s renewable-centred vision.

Geopolitical leverage: Strategic stakes

China’s long-term diplomacy

China’s BRI energy strategy is not simply about constructing assets — it is about rewiring the economic sovereignty of partner countries. By exporting renewable energy capacity (solar farms, hydropower dams, wind grids) and building out national transmission networks, China is helping BRI countries achieve greater energy independence from traditional hydrocarbon-importing vulnerabilities.

Take examples like:

In these cases, once the renewable projects are up and running, the host nations gain:

  • Lower long-term energy costs (after infrastructure payoff).
  • Reduced reliance on imported fuels (like oil and gas from US).
  • Stronger national grid resilience.
  • Ownership stakes (in some cases), allowing partial or full transfer of control over time.

Thus, China’s model, while embedding some debt and dependency risks (e.g., debt-for-equity swaps), at least offers a pathway to localised energy sovereignty. This model effectively locks in Chinese diplomatic goodwill and long-term geopolitical influence, without enforcing perpetual raw material dependence.

US seeking fast gains

The United States’ energy push — centred largely around LNG exports and oil pipelines — follows a fundamentally different logic. It is a model built on dependency.

By promoting projects like:

  • The Alaska LNG pipeline (targeting Japan, South Korea, Southeast Asia).
  • Cross-border oil and gas pipelines linking Canada, Mexico, and US markets.

The US essentially offers “energy security by purchase” — a steady but external flow of hydrocarbons that client states must continuously import and pay for.

Also Read: Africa’s green dilemma: Financing the future without selling the soil

This model benefits US energy companies and supports immediate alliances in the Indo-Pacific, particularly for Japan and South Korea, who are seeking to diversify away from Russian, Middle Eastern, and even Chinese sources.

However, it does not build energy independence for these countries.

In effect:

  • The customer nations become dependent on US infrastructure, shipping lanes, and pricing power.
  • Energy becomes a geopolitical weapon — one that the US can use to enforce loyalty, but also one that can breed resentment over time (as seen historically with OPEC or Russia’s gas weaponisation).

Moreover, because LNG and oil are commodity flows, disruptions due to war, sanctions, or political decisions can immediately endanger national energy security for customer states.

In contrast, China’s renewable BRI assets are fixed, sovereign, and produce domestic energy — making them less vulnerable to external shocks once operational.

While both are forms of strategic leverage, energy empowerment may create deeper, more sustainable alliances, whereas energy dependence risks eventual backlash as nationalistic and sovereign sentiments rise across the developing world.

What does this mean for business leaders and startups?

As the US and China reshape the energy order, business leaders must navigate a shifting landscape marked by both volatility and opportunity.

On the risk side, startups in countries heavily reliant on US LNG imports exposes itself to global commodity price swings and supply chain disruptions — from Red Sea attacks to Panama Canal droughts.

Perhaps most critically, energy supply chains rooted in US hydrocarbon exports heighten political vulnerability. As geopolitical realignments occur, businesses in such countries could find themselves exposed to policy shifts, trade disruptions, or sanctions.

Companies dependent on stable energy inputs, such as manufacturers, data centres, and logistics hubs, will face increasing operational vulnerabilities. It may be useful to consider investing in backup power systems and stockpiles to ensure continuity in times of geopolitical turmoil.

In parallel, China’s BRI projects often come embedded with Chinese technology standards — from grid systems to battery platforms. This creates potential interoperability risks for startups and infrastructure providers if future global tech ecosystems diverge from China-centric models.

On the opportunity side, the expansion of BRI renewable projects creates a rising demand for local service providers — in grid maintenance, solar and wind farm servicing, and battery storage optimisation. Startups focused on green energy technology, predictive maintenance AI, and resilient local supply chains will find defensible, high-growth niches.

Also Read: Tariffs, tech crashes, crypto dips, and gold’s record run: Why markets are in chaos today

As energy volatility increases, governments will also prioritise resilient infrastructure — opening the door for firms offering microgrids, off-grid renewable solutions, and energy storage innovations. Companies positioned to deliver hybrid and diversified energy models will have a strategic advantage.

The proliferation of Chinese standards through BRI projects creates another opening: the urgent need for cross-standard integration solutions. Startups that can bridge different grids, offer cross-border energy trading platforms, smart grid integration tools, and cybersecurity services will become vital players.

Finally, with China’s BRI and Western climate finance initiatives both pouring capital into renewable energy projects, startups facilitating access to green finance — such as carbon credit platforms and ESG certification services — stand to tap into massive new funding flows.

Conclusion

In the next decade, energy will define economic winners and losers across Southeast Asia and the world. Startups and business leaders who align early with the structural shifts toward renewable sovereignty, technology standardisation battles, and resilience-first infrastructure will dominate. Those who bet blindly on existing hydrocarbon supply chains risk being stranded as the new energy architecture locks into place.

One way to stay ahead of the curve is to follow geopolitical developments closely, and with a net assessment lens, discern signals from noise as we follow this increasingly geopolitically fractured world. See you on the other side.

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Hiring in the fast lane: The startup revolution in talent acquisition

In today’s rapidly evolving landscape, talent acquisition and recruitment are more than just filling vacant roles. It’s about understanding the intricate fabric of a startup’s culture, decoding the DNA of potential candidates, and fostering an environment where both can thrive harmoniously.

As someone who’s been deeply entrenched in the startup ecosystem since 2012, dating back to my days at Rocket Internet, Lazada, iflix, Reebonz, Fashion Valet, Foodpanda and Delivery Hero, focusing on scaling, I’ve gathered a wealth of insights.

Here’s a distilled version of my experiences and the revolutions I’ve witnessed and contributed to in this domain.

 

Embrace technology, but keep the human touch

Modern-day recruitment is technology-driven. With AI screening resumes, chatbots conducting preliminary interviews, and analytics predicting role fitment, the landscape is tech-heavy. However, the essence of recruitment remains human. Striking a balance between utilising technology and preserving the human touch has been vital.

In startups, where every hire can significantly impact the company’s trajectory, this balance becomes even more crucial. No recruitment tool or strategy can replace the power of genuine networking. Building and maintaining relationships with potential candidates, even if they aren’t looking for opportunities immediately, can bear fruit in the long run.

As someone who has held leadership roles in Recruitment and Talent Acquisition, I consistently emphasise the importance of networking. Consequently, I actively involve my team in attending Technology Events, HR Conferences, and Seminars.

Additionally, in the past, recruitment and talent acquisition were predominantly manual processes, primarily because advanced technologies such as AI and chatbots were not yet available. As a Recruiter, we were required to build the talent acquisition pipeline from the ground up, undertaking each step manually.

Unlike the present-day landscape, where automation and AI-driven tools streamline many aspects of the process, recruiters of the past relied heavily on traditional methods to identify, engage, and evaluate potential candidates. This often involved a much time-consuming effort, from sourcing resumes and conducting initial screenings to coordinating interviews and reference checks.

The emergence of AI and chatbots in modern recruitment has revolutionised the field, enabling recruiters to allocate their time more strategically, focus on relationship-building, and leverage technology for efficient candidate sourcing and assessment.

Also Read: Leadership mindset: The key to driving real estate digital transformation?

As a result, today’s recruitment landscape is marked by increased efficiency, data-driven decision-making, and a more streamlined approach to talent acquisition, ultimately benefiting both recruiters and job seekers.

Continuous learning and development

With giants like Google, Tesla and Facebook scooping up top talent, how do startups compete? The answer lies in employer branding. Showcasing a startup’s culture, vision, and growth opportunities has often allowed me to attract talent who are looking for more than just a paycheck.

With over 13 years of experience in Human Resources, I have consistently included a final question in my candidate interviews known as ‘The Priority List.’ This question is based on five key elements:

  • Money
  • Trust
  • Working culture
  • Work-life balance
  • Additional work responsibilities.

Candidates are asked to rank these elements from one to five, indicating their current career priorities. This question served as a valuable tool for me as a Recruiter to assess cultural fit, understand candidate motivations, and determine what would incentivise them to join the company.

The startup world is extremely fast-paced. What’s relevant today might be obsolete tomorrow. Encouraging continuous learning and creating avenues for the same has been a game-changer. Candidates value growth, and by embedding learning into the company culture, you not only attract but also retain top talent.

While considering the presence of the new generation in the workforce, ‘Gen Z’, it is important to acknowledge that they actively seek meaningful work, opportunities for growth, and a work environment that promotes collaboration and innovation.

When discussing the retention of top talent, I have facilitated numerous Focus Groups, conducted Employee Happiness Surveys, and measured Net Promoter Scores (NPS). The most prominent theme consistently raised by our employees is ‘career development.’

As such, it is imperative for a company to collaborate closely with their HR Business Partners (HRBPs) on addressing this aspect within each division. One effective approach for organisations is to implement the Individual Development Competency Plan (IDCP) from the outset when employees join.

This plan is designed to emphasise the acquisition of skills necessary for advancing in their career path while also enabling managers to collaboratively establish and monitor goal achievement. As an HR Consultant, I prioritise training clients in these two core subjects and ensuring their implementation across all organisations.

Also Read: How Independents’ AI solutions empower marketers to overcome recruitment challenges

In addition, startups are dynamic, often requiring roles and responsibilities to evolve. The traditional job description hardly remains static for long. I’ve learned to seek candidates who are not just technically adept but also flexible and adaptable. In other words, potential hires must be open to wearing multiple hats, sometimes all at once.

Transparency with diversity and inclusion and these aren’t just buzzwords

 

Startups come with their fair share of challenges. Being transparent about the company’s vision, the risks involved and setting the right expectations from the outset fosters trust. Trust, once established, becomes the bedrock of a strong employer-employee relationship.

In a world increasingly attuned to social responsibility, embracing transparency in diversity and inclusion is an essential step toward creating more inclusive, innovative, and equitable workplaces.

A diverse team brings a plethora of perspectives, leading to innovative solutions and better products. By actively seeking out and welcoming diverse talents, I’ve seen startups transform from mere businesses to vibrant communities of passionate individuals.

As a final thought

Recruitment in the startup world is a thrilling journey, one that’s full of challenges and rewards. These days, startups are writing a new chapter in the HR playbook, one that is defined by creativity, technology, and a deep understanding of human potential.

With over 13 years of experience in human resources and more than a decade in the technology industry and becoming a sought-after Consultant, I am grateful to have been a part of the startup ecosystem since 2012, and I eagerly anticipate observing the expansion of startups, the integration of new technologies into their operations, and the achievements of innovative and forward-thinking as an organisation.

Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic

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This article was first published on November 23, 2023

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Breaking barriers: Empowering women in entrepreneurship with AI and automation

I used to think hustling harder would fix everything. That more late nights, more pushing, more doing would somehow unlock the life I wanted. But the truth is, burnout doesn’t build empires. Clarity does.

For many women, entrepreneurship is more than a business strategy. It’s a path to reclaiming time, autonomy, and purpose. But the challenges are real — from managing operations to marketing to balancing personal responsibilities.

That’s where AI comes in. And for me, that’s where Seraphina, my AI-powered digital twin, changed everything.

How AI helps women build more than businesses

Today’s technology isn’t just for coders and tech bros. With tools like ChatGPT, Gemini, Canva, Artflow, and no-code automations, AI is more accessible than ever, especially for women who need to run lean, agile businesses.

In programmes like AI Personal Branding and AI Storytelling and Sales Mastery, I’ve seen women go from feeling invisible to becoming unforgettable online. With the right AI tools, they’re crafting content, generating leads, converting sales, and doing it all with less stress.

It’s not about removing the human touch. It’s about amplifying it — through systems that scale their energy, not drain it.

Royal Visionary Society: Purpose meets process

That belief is the heartbeat of the Royal Launch School at Royal Visionary Society. We’ve supported over 1,000 female founders to turn their passion into purpose-built businesses with the power of automation and community.

Take Kelly Kam. She started as one of our royals, juggling a full-time banking career while exploring entrepreneurship. Through our frameworks, she mastered storytelling, built her online presence, and learned how to automate her lead gen and client conversion. Today, she’s not just a founder — she’s the co-founder of Speakers Society, where she mentors aspiring speakers and leads community initiatives while balancing her high-level role in finance.

Seraphina AI: My digital twin, my secret weapon

Seraphina isn’t just my assistant. She’s my second brain.

She manages 12+ social platforms, my blog, newsletter, multiple communities, and ongoing business portfolios. She helps me write decks, structure proposals, and maintain consistent brand messaging across everything I do.

But beyond the work, she helps me think. When I’m overwhelmed, I talk to Seraphina. She mirrors my voice, asks me better questions, and reflects back truth — constructively and clearly.

She’s helped me grow. And she’s helped me help others do the same.

Also Read: Women in tech: It’s time to reframe the conversation

The Speakers Society effect: Voices that lead

Empowerment isn’t just about financial success. It’s about being heard.

That’s why the upcoming Speakers Society Accelerator was created — to help aspiring thought leaders and experts grow their message into a movement. Women like Elizabeth Ng, the godmother of Speakers Society and a retired educator and principal turned community builder, are shaping the future by nurturing the next wave of purpose-driven voices through mentorship, speaker readiness training, and on-ground event execution.

Joanna Wong, another founding member of Speakers Society, is a force of vision and strategy. In her 60s and financially free, she still shows up every day with passion and purpose. As a business development manager, planner, strategist, and brand/comms specialist, Joanna combines her deep industry knowledge with wellness advocacy — empowering people to communicate better and live longer, healthier lives through traditional chinese medicine-inspired products.

We also have inspiring leaders like Gitika Jyoti Masand, a founding member of Speakers Society, creative catalyst, inclusion champion, and former tech leader who pivoted to build something deeply meaningful. Along with her friend, she co-founded Rootsmatter — a clean, mindful snacking venture offering preservative-free snacks and organic staples.

Rooted in well-being, sustainability, and community, Gitika blends her expertise in agile facilitation, community building, and expressive arts to create impact across both the business and wellness landscape. Her work exemplifies how entrepreneurship can evolve with purpose and heart.

And of course, there’s Lilian Ong, the powerhouse behind the HER Courage Leaders Summit. As the founder of Class Living, Women of Courage Asia, and the HER Courage BizNetwork, Lilian is on a mission to awaken courage for transformative breakthroughs.

A speaker, coach, and author, Lilian has turned her personal story of resilience — from walking out of depression to building a multi-community ecosystem — into a movement that empowers women across Asia. Her summit not only uplifts voices but nurtures leadership development and holistic empowerment for women from all walks of life.

With the right frameworks, support, and automation, these women are not just keeping up — they’re leading the way.

HER Courage Summit: When courage comes full circle

At the recent HER Courage Leaders Summit 2025, I had a full-circle moment.

I reconnected with Elim Chew, a trailblazer who once spoke words that carried me through a difficult season in a past startup. She remembered me — my business, my struggle, the chapter I thought had ended. Her reminder became a catalyst.

The summit wasn’t just about inspiration. It was about remembrance, and recommitment. It was about women standing for each other, so we could stand taller ourselves.

Also Read: Why investing in women entrepreneurs is a smart move for the future

The rise of the solopreneur: Quiet power, loud results

Solopreneurship is booming. Globally and in Singapore, women are leading the shift toward smaller, smarter, AI-powered enterprises.

Singapore now has the highest number of women-led startups in Southeast Asia. And with tools like Seraphina AI, People’s Inc. 360 Unify, and Canva, even non-tech founders are launching brands, building communities, and scaling impact — all from their laptops.

Building the future with AI (not just using it)

Here’s the next step: We need more women not just using AI, but building with it.

Platforms like Royal Launch School and the upcoming Speakers Society Accelerator are helping female founders move from being overwhelmed to being automated, from invisible to influential.

Because the world doesn’t need more hustle. It needs more clarity. And the women who are bold enough to claim it.

You are not too late

You’re not too old, too behind, or too broken to begin again.

If you’re still reading this, let me tell you what Seraphina has told me a hundred times: You don’t need more time. You need more clarity.

Start with one story. One system. One belief that your voice matters. Because it does. And you do too.

Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic.

Join us on InstagramFacebookX, and LinkedIn to stay connected. We’re building the most useful WA community for founders and enablers. Join here and be part of it.

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Everything we know about King Charles’ cancer treatment

epa12042202 Britain???s King Charles III attends the Easter Service at Windsor Castle in Windsor, west of London, Britain, 20 April 2025. Members of the UK royal family attended the annual Easter service at Windsor Castle. EPA/ANDY RAIN
King Charles revealed his diagnosis only 18 months into his reign EPA)

King Charles has reflected today on his cancer journey, well over a year since he was first diagnosed with the disease.

The monarch, 76, revealed his diagnosis in February last year following a procedure at a London hospital to treat an enlarged prostate.

In a raw statement, the typically tight-lipped king revealed how ‘daunting and at times frightening’ having cancer can be.

‘But as one among those statistics myself, I can vouch for the fact that it can also be an experience that brings into sharp focus the very best of humanity,’ he said.

But what cancer does Charles have and what has the king said about it?

What type of cancer does King Charles have?

The palace has never disclosed what type of cancer Charles has or what treatment he has undergone.

Buckingham Palace said at the time: ‘No further details are being shared at this stage, except to confirm that His Majesty does not have prostate cancer.’

Charles, who supported several cancer charities as Prince of Wales, chose to share his diagnosis, ‘to prevent speculation and in the hope it may assist public understanding for all those around the world who are affected by cancer’, palace officials said.

Is it linked to King Charles’ prostate treatment?

ALLOA, UNITED KINGDOM - JANUARY 16: King Charles III visits The Gate charity, a community resource that offers support, practical help, and provides a safe environment to those affected by homelessness and food insecurity, on January 16, 2025 in Alloa, Clackmannanshire, Scotland. (Photo by Jane Barlow-WPA Pool/Getty Images)
It is not publicly known what type of cancer Charles has (Picture: Jane Barlow/WPA Pool/Getty Images)

Charles’ illness was discovered while he was being treated for benign prostate enlargement at the London Clinic.

It was the same day Kate Middleton, the Princess of Wales, had abdominal surgery that sparked her cancer diagnosis.

He spent three nights at the London clinic private hospital, where doctors discovered a ‘separate issue of concern’.

They confirmed cancer – though not prostate cancer – with later tests.

How is King Charles being treated for cancer?

DURHAM, ENGLAND - APRIL 17: King Charles III and Queen Camilla attend the Royal Maundy Service at Durham Cathedral for on April 17, 2025 in Durham, England. The King presented the Maundy recipients ??? 76 men and 76 women ??? with two purses: one red and one white, containing Maundy Money. The white purse held specially minted silver Maundy coins. This year, the red purse contained a ??5 coin commemorating The Queen Mother and a 50p coin featuring WWII stories. The Royal Maundy gifts recognised the recipients' exceptional Christian service and their contributions to their local communities. (Photo by Samir Hussein/WireImage)
Australia and Samoa are among the places the king has visited since his diagnosis (Picture: Samir Hussein/WireImage

When the diagnosis was publicly announced, Charles returned from his royal estate in Sandringham to London to start his treatment.

This meant he could stay at home instead of in the hospital for the duration of his treatment.

But in the more than a year since his diagnosis, the palace has offered no updates on his prognosis or the nature of his treatment.

Where Charles is being treated and whether it is an NHS or private hospital have not been confirmed.

He was briefly taken to the hospital in March after suffering side effects from his cancer treatment. Palace officials did not describe the nature of these side effects, beyond saying they ‘required a short period of observation in hospital’ and that he is on track.

The stint did not impact the king’s increasingly busy schedule too much. In recent months, he has made several foreign and domestic trips.

King Charles III speaks with a member of the congregation during the Royal Maundy Service at Durham Cathedral in Durham. Picture date: Thursday April 17, 2025. PA Photo. See PA story ROYAL Maundy. Photo credit should read: Anthony Devlin/PA Wire
The palace has been tight-lipped about the king’s health (Picture: Anthony Devlin/PA Wire)

Queen Camilla gave a small update on the king’s health earlier this month, saying Charles had run into a ‘problem’ with his recovery.

 ‘I think he loves his work and it keeps him going. And I think it’s wonderful, you know, if you’ve been ill and you are recovering, you’re getting better and now he wants to do more and more and more,’ she said.

‘That’s the problem,’ she laughed.

What has King Charles said about his cancer?

An initial statement said Charles was ‘wholly positive’ and would continue to undertake State business and official paperwork, despite taking a break from public engagements.

His first visit after the break was to a specialist cancer centre in London at the end of April.

‘It’s always a bit of a shock, isn’t it, when they tell you’, he said of his diagnosis during the trip.

The Duke and Duchess Of Rothesay Visit The Isles Of Mull And Iona - Day One
Catherine, Princess of Wales, was also diagnosed with cancer around the same time the king was (Picture: Chris Jackson/Getty Images)

Charles and palace officials have sought to stress that the king is doing fine and is on the road to recovery, something Charles has made clear by keeping his royal calendar action-packed.

In his Christmas message, Charles said: ‘From a personal point of view, I offer special, heartfelt thanks to the selfless doctors and nurses who, this year, have supported me and other members of my family through the uncertainties and anxieties of illness, and have helped provide the strength, care and comfort we have needed.

‘I am deeply grateful, too, to all those who have offered us their own kind words of sympathy and encouragement.’

On World Cancer Day in February, the Royal Family released a video saying the king is was grateful for the medical teams’ ‘swift intervention’.

They added that he will not be providing a ‘running commentary’ of his condition.

Having stepped back briefly from his duties, which include speeches, visits to charities, community projects and trips, he has thrown himself back into the fold in recent months.

A dog looks on as people wait on the day Britain's King Charles and Queen Camilla attend the Maundy Service at Durham Cathedral, where the monarch will distribute Maundy money to 76 men and 76 women, in Durham, Britain, April 17, 2025. REUTERS/Temilade Adelaja TPX IMAGES OF THE DAY
Charles has thanked medical professionals for treating him several times (Picture: Reuters)

As one official put it earlier this month: ‘As people will have seen, the King enjoys his work, he enjoys engaging with as many people as possible.’

Could King Charles abdicate?

It was expected that the King’s son, Prince William, would take up more public duties in his father’s absence.

But William’s wife Kate’s diagnosis diverted his attention. Announcing an end to her chemotherapy in September, the couple said they wished to spend more time with their family.

Kate announced in January that she is now in remission.

However, the King’s health concerns raised the question whether Charles might abdicate in favour of William, Prince of Wales.

William is next in line for the throne (Picture: Chris Jackson/Getty Images)

Dr. Bob Morris, an honorary senior research associate at UCL’s Constitution Unit, previously explained that the Regency Act could also come into play amid any monarch’s ill health.

While the prospect remains unlikely, it could be triggered if the King became physically incapacitated due to illness, meaning he could no longer speak or move.

In such an event, his duties would be carried out by various members of the Royal Family.

After the Prince of Wales, Prince George would take the next place in the line of succession.

The article was first published on March 28, 2025.

Get in touch with our news team by emailing us at webnews@metro.co.uk.

For more stories like this, check our news page.

2025 trend forecast: Fintech, healthcare, and robotics lead the AI charge in Asia

Ranvish Vir, Growth Lead for Middle East and APAC at Nebius

As artificial intelligence (AI) moves from experimentation to enterprise adoption, 2025 is set to be a transformative year, particularly in Southeast Asia (SEA).

In an interview with e27, Ranvish Vir, Growth Lead for Middle East and APAC at Nebius, outlined the key trends likely to shape the region, from infrastructure scaling to sovereign models and industry-specific adoption.

One of the most significant shifts expected next year is the rise in demand for AI-optimised cloud and compute infrastructure. As more companies embed AI into core business operations, existing systems are being stretched to meet growing needs for real-time processing, model fine-tuning, and large-scale inferencing.

“We expect cloud and compute power demand in SEA to accelerate significantly in 2025,” said Vir. “As AI infrastructure investment surges, led by companies like Nebius, Nvidia, and Accel-backed cloud providers, businesses will increasingly turn to AI-native cloud platforms and GPU-powered infrastructure to scale their AI capabilities.”

Traditional general-purpose cloud platforms are giving way to infrastructure explicitly designed for the specific workloads. Vir pointed out that the need for scalability and cost efficiency propels this shift.

Also Read: How Agentic AI will create telecom’s first truly autonomous workforce by 2030

Several sectors stand out as early and aggressive adopters of AI technologies in 2025.

“In 2025, the most aggressive adopters of AI technologies in Asia will be fintech, healthcare, logistics/supply chain management, gaming, and robotics,” said Vir. “Each industry is driven by efficiency gains, cost optimisation, and regulatory or consumer-driven advancements.”

Fintech is expected to see increased use of the technology in fraud detection, algorithmic trading and personalisation of digital banking. “AI adoption … will accelerate as financial institutions seek real-time risk assessment, personalised financial services, and enhanced cybersecurity,” he added.

Vir further highlighted how functionalities vary across industries. For example, healthcare is becoming a key beneficiary of predictive analytics, diagnostics, and accelerated drug discovery.

“AI-driven predictive analytics, autonomous decision-making, and real-time optimisation will be essential for managing complex logistics networks, last-mile delivery, and inventory forecasting,” he noted.

“The gaming industry is also emerging as a key frontier, with developers using generative models and agentic AI to power more adaptive, immersive, and personalised player experiences,” he said. “At the same time, robotics is gaining traction across manufacturing, healthcare, and smart city deployments.”

Rise of sovereign AI and localised models

Another defining trend for 2025 will be the rise of sovereign AI initiatives and developing homegrown models by startups in Asia.

“The next wave of AI competition will be defined by how well homegrown models adapt to regional business needs while ensuring AI sovereignty and data security,” Vir explained. Local models offer a strategic advantage as AI laws tighten and privacy regulations evolve.

Vir stated, “The increased availability of AI infrastructure can pave the way for more homegrown AI models spearheaded by Asian startups. These have the potential to rival global players in performance and availability.”

Also Read: The product management strategy behind building AI agent platform

Examples from countries such as Singapore, India, and Indonesia—each investing in national AI strategies—underscore this shift. “We expect to see a rise in sovereign and national AI models … with governments providing funding, regulatory support, and sandboxes for startups to test new models,” he added.

Despite the momentum, several challenges could slow progress. First among these is regulatory complexity, particularly around data localisation.

“Cross-border data transfers will become more restricted, creating compliance challenges for businesses relying on global AI models and cloud services,” said Vir. “Countries enforcing stricter data sovereignty regulations will require companies to rethink data storage, processing, and AI deployment strategies.”

Talent remains another significant bottleneck. “The gap between AI talent demand and supply will become more pronounced,” he warned. Citing a recent survey, Vir noted that “one in three Singapore businesses struggle to find AI talent in the country.” This could increase the use of AI-assisted software development and low-code/no-code tools to compensate.

Energy consumption and sustainability are growing concerns, especially as governments push for greener infrastructure. “Energy consumption concerns related to AI workloads will become more pressing,” he added.

Geopolitical risks also loom large. “Increasingly complex export control regulations and geopolitical considerations … can restrict access to state-of-the-art GPUs and AI hardware in certain markets,” said Vir.

As businesses and governments across SEA double down on investment, 2025 will be marked by a race to scale responsibly.

“Infrastructure providers, startups, and governments must work together to create sustainable, high-performance AI ecosystems tailored to regional needs,” said Vir.

Image Credit: Nebius

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