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Singapore Green Plan 2030: Navigating Changes among Workplaces

The Singapore Green Plan 2030 was recently announced as a “whole-of-nation movement” to advance the national agenda on sustainable development. Seeking to rally bold and collective action to tackle climate change, the Singapore Green Plan charts a living plan for the next 10 years.

Singapore Green Plan 2030

The thought process and implementation behind the Singapore Green Plan showcase the firm actions Singapore plans to take towards building a more sustainable future for the next generation. With clear goals spanning across all sectors of society, the green plan comprises 5 key pillars – city in nature, energy reset, sustainable living, green economy and resilient future.

We need to ensure a Singapore for our future generations. All of us have to work together and make Singapore a bright green spark for the world. - Prime Minister Lee Hsien Loong

While the execution of such a grand plan involves significant change, they also bring about renewed opportunities for many, including new job roles involved in developing Singapore into a hub of green finance.

We may extract certain key learning points from the implementation of the Singapore Green Plan to the workplace and organisational objectives that we would like to achieve.

Key Lessons Learnt

  1. Change is all-encompassing. Before any change can be implemented successfully, an organisation must first build a culture that supports change. Implementing change successfully requires a coordinated effort involving all working teams, just as how the Singapore Green Plan spans across different industries towards achieving the objective of building a greener Singapore. Reaching out to different managerial teams and understanding their concerns, thereafter, seeking alignment between employees and the executive team will contribute towards a successful transformation.

  2. Change requires leadership. An overhaul of current organisational practices needs to be led by leaders who display behaviours consistent with values of collaboration, accountability and trust. This is consistent with the implementation of the Singapore Green Plan 2030 – where it is a coordinated effort between five ministries, the Ministries of Education, National Development, Sustainability and the Environment, Trade and Industry, and Transport. Likewise, in an organisation, the leadership team have to be trusted to drive the organisational agenda, earning support from the rest of the staff and working as one to achieve your goals.

  3. Change is inevitable. In these unprecedented times, change is ever-present and adapting to it is even more important than ever. While the Singapore Green Plan was recently announced amidst the ongoing pandemic, the need for change continued to be acknowledged, in line with the global momentum for countries to “build back better” as they recover from the economic fallout of Covid-19. A company that fails to adapt to the current trends and working practices risk being inefficient, with productivity dwindling and employees losing morale. Companies need to be strategic and ready to evolve, right from the leadership team to all other employees in the organisation.

Implementing Change at a Measured Pace

A company-wide restructuring does not have to come at the expense of the business and its employees. A proper transformation process facilitates and primes the entire organisation for future changes alongside the leadership team. Changes to the workplace have to be quantified and strategic – essentially turning reliable data into knowledge.

Many change initiatives fail as a result of a lack of proper culture to amplify and execute the strategies laid out in many grand plans. Despite a robust system, structure and focused view on capability-building, a lack of alignment between the leadership team and employees can contribute towards an impasse during strategy execution. A thoughtful development and sustenance of meaningful connections and alignment is thus a vital prelude towards managing change.

Changes have to be implemented at a measured pace within well-aligned organisations and aAdvantage offers 7 different domain solutions for your transformation needs. Our domain solution ranges from research & insights, process & technology implementation, business & strategy facilitation, human capital, customer experience, leadership & team development and most importantly, change management.

Contact our consultants today at to learn more on getting started.


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