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“The goal is not to create a perfect programme from the outset, but to create meaningful learning experiences that evolve and become more effective over time,” says Certis' Victor Tan.
The best learning programmes are not necessarily the ones that are perfected before they launch, says Victor Tan (pictured above). To him, they are the ones that serve a clear purpose, create meaningful outcomes and remain open to feedback.
His L&D philosophy is built around progress over perfection, alongside a willingness to listen, adjust and improve based on feedback from learners and stakeholders.
As Head of the Institute for People Development, Certis Corporate University at Certis, Victor leads strategic learning initiatives across leadership development, core power skills and culture-building. He has also supported Workplace Safety and Health (WSH) education and mental wellness initiatives, bringing a people-centred approach to building individual capability, leadership and organisational resilience.
His belief in lifelong learning is personal too, shaped by his mother, who continues to take AI courses and explore new technology despite not having had the opportunity to pursue higher education formally.
At Learning & Development Asia 2026, Malaysia, Tan will share Certis’ journey in developing its leadership framework, including the importance of creating a shared understanding of what leadership means across the organisation. He shares a sneak peek ahead of the session, in this interview with Emily Chong-Gupta.
Q Which L&D principle has most influenced how you help others or yourself learn best?
The two principles I subscribe to most strongly are progress over perfection and staying open to feedback.
In L&D, we can sometimes spend too much time trying to create the perfect programme or module. In pursuing perfection, we may lose sight of the programme’s real purpose, learning outcomes and the difference it is intended to make.
I believe we should not be afraid to launch something when we are confident that it is fit for purpose and will add value. At the same time, we should never fall in love with our own programmes. We need to remain open to feedback, listen to learners and stakeholders, and be willing to adjust, improve or even redesign the programme when necessary.
For me, L&D is a continuous journey rather than a final destination.
The goal is not to create a perfect programme from the outset, but to create meaningful learning experiences that evolve and become more effective over time.
Q Who has been a mentor or coach to you personally, and what is a timeless lesson they taught you?
I have been fortunate to have several mentors and coaches who have shaped both my professional and personal growth.
At work, Dr Jaclyn, our CHRO at Certis, has consistently encouraged us to push boundaries and make a meaningful difference through the work we do. My personal coach and mentor, Jeffrey Sim, has been a trusted friend and moral compass. He has helped me align my priorities taught me to focus on what truly matters.
However, my most important mentor is my mother. She never had the opportunity to pursue higher education formally. Yet she has shown me that learning goes far beyond academic qualifications. She continues to sign up for AI courses, learn about technology hands-on and help others develop their knowledge.
The timeless lesson she taught me is that learning is a lifelong choice, not something limited by age, background or formal qualifications. Her curiosity, humility and willingness to keep learning have deeply inspired me; a positive reminder that growth comes from staying open, remaining useful to others and never believing that we have finished learning.
Q In fewer than 10 words, what is your number one motto for helping people and teams grow?
Enjoy the journey; learning should be fun, real and relevant.
Q A quick preview of your session at Learning & Development Asia: What is the one key takeaway you hope attendees will gain?
I am excited to share our experience in developing Certis’ leadership framework, including the key lessons and insights we have gained along the way.
One of our most important learnings has been the value of establishing a shared understanding of what leadership means across the organisation.
A common foundation helps strengthen the relationship between employees and management, create greater alignment with our purpose and objectives, and foster greater consistency in leadership practices.
It also enables us to better identify and develop the leadership capabilities, skills and programmes needed to empower our people to perform at their best and work together towards achieving our collective organisational goals.
Our journey continues to evolve, and we remain committed to learning, adapting and refining our approach along the way. I hope that our experience will offer useful perspectives and insights to others who are embarking on a similar leadership development journey.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Emily Chong-Gupta. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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