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CoinGecko’s Head of People believes developing people goes beyond formal training. It means creating the motivation, experiences, and space for individuals to take ownership of their growth.
Some of the most valuable lessons Joachim Ooi (pictured above) has picked up throughout his more than 18 years of career have come from the people around him. From his first manager, who taught him humility, empathy and the importance of leading through others, to leaders who helped him build resilience, business acumen and strategic thinking, each experience has shaped how he approaches people and leadership today.
Ooi is now Head of People at CoinGecko, with experience spanning technology services, transportation, creative agencies, banking, e-commerce and the Web3 industry. Across these roles, he has led people and culture initiatives covering talent development, employer branding, organisational growth and employee experience, with a focus on building purposeful workplaces.
His approach to learning is influenced by the 70:20:10 learning model and principles of andragogy, particularly the belief that adults are more engaged when they have an internal motivation to learn. Having previously built and run an L&D framework using the 70:20:10 approach, he has seen how real experiences, conversations and opportunities to apply knowledge can complement formal training.
At Learning & Development Asia 2026, Malaysia, Ooi will explore how organisations can rethink people development as AI continues to transform the workplace. In the lead up to his session, he chats about the theme behind the topic in this interview with Emily Chong-Gupta
Q Which L&D principle has most influenced how you help others or you learn best?
The L&D principle that has influenced me the most is the combination of the 70:20:10 learning model and the principles of andragogy, especially the idea that adults are driven by internal motivation to learn. Previously, I had the opportunity to build and run an L&D framework using the 70:20:10 approach, and I saw firsthand how powerful learning can be when it goes beyond just formal training. While structured programmes are important, some of the most impactful learning happens through real experiences, conversations with others, and the opportunity to apply knowledge in practical situations.
On a personal level, the andragogy principle around motivation to learn really resonates with me. I strongly believe that when the desire to learn comes from within, the possibilities are limitless. If I am genuinely curious and motivated to improve myself, it becomes much easier to overcome challenges and keep pushing forward. However, when learning is something that is imposed without understanding the purpose or relevance behind it, it is natural for people to become less engaged or even develop a closed mindset.
This has shaped how I approach developing others as well. My role is not just to provide people with training opportunities, but to help them understand the "why" behind their growth and create an environment where they feel ownership of their own learning journey.
When people see the value and relevance of what they are learning, that is when true growth happens.
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 many mentors and coaches throughout my career journey, and each of them has shaped a different part of who I am today. Looking back, I realised that mentorship does not always come from one person. Sometimes, it comes from a collection of experiences, conversations, and even difficult moments that challenge us to grow. My first manager played a pivotal role early in my career. At that stage, I was confident in my own abilities, but he taught me the importance of humility, empathy, and leading through others. One of the biggest paradigm shifts he gave me was that success is no longer about individual achievement, but about enabling the team to succeed. He also taught me that sometimes losing a battle can help you win the bigger war.
Throughout my journey, I have been blessed with leaders who expanded my perspectives in different ways. Some taught me the importance of being data-driven and making decisions based on numbers, insights, and facts. Others helped me discover the world of HR and transformed my thinking from an individual contributor mindset into a people and business leadership mindset. I have also learned valuable lessons from difficult experiences. Not every leader we encounter will inspire us, but even challenging leaders can teach us something important: the type of leader we aspire to become and, equally importantly, the type of leader we never want to be.
As I progressed into leadership roles, my mentors helped me build different muscles. I learned resilience and creativity when leading teams with limited resources, business acumen from leaders who taught me to think beyond HR and see the organisation through a founder’s lens, and the importance of balancing strategic thinking with operational excellence. One of the most meaningful lessons I have received is that a great leader creates more leaders, not followers. I have been fortunate to have leaders who trusted me, gave me the platform to grow, and allowed me to write my own story.
At the same time, I strongly believe that learning should never be one-directional. I am a big believer in reverse mentoring and have learned tremendously from younger generations, including Gen Z colleagues, my own team members, and even former team members. They have challenged my perspectives, introduced me to new ways of thinking, and helped me stay connected with changing trends, technology, and the evolving expectations of the workplace.
If there is one timeless lesson I have taken away from all my mentors and coaches, it is this: the best mentors do not simply give us all the answers. They expand the way we think, challenge our assumptions, and prepare us to lead in situations we have never faced before. Today, as a people leader myself, I carry these lessons forward. My responsibility is not only to continue learning from those around me, but also to pay it forward by creating opportunities for others to grow.
After all, leadership is measured not only by what we achieve ourselves but by the impact we create through the people we help develop.
Q What is an unexpected or interesting skill you have picked up that colleagues may not know about?
One unexpected skill that has shaped my HR journey is my ability to blend creativity, storytelling, and communication. Before moving deeper into HR, I had exposure to marketing and creative roles during my e-commerce and agency days. At that time, I never imagined those experiences would become such a big part of my HR identity today. However, they taught me how to understand audiences, craft meaningful messages, and bring stories to life. Looking back, I believe that foundation helped me naturally gravitate towards employer branding and becoming someone colleagues often approach when they need help shaping their people stories or building their brand.
Another milestone that shaped me was joining Toastmasters early in my career. While I was already comfortable expressing myself and engaging with audiences, Toastmasters helped me refine the craft behind effective communication, from structuring messages to storytelling techniques and adapting my approach for different audiences. Over time, storytelling became a skill that I consciously developed and one that I now use regularly as a leader. Interestingly, this also led me to take on more emcee opportunities, whether for workplace events or even friends’ weddings. What started as something I enjoyed doing became another way for me to connect people, create energy, and make moments more memorable.
Beyond my own organisation, being one of the co-founding members of DisruptHR KL before this was another meaningful chapter. Building that community expanded my network across the HR ecosystem and allowed me to learn from many fellow HR leaders, while also contributing back to the profession. When I reflect on it today, the common thread across these experiences is the ability to connect with people through stories. I believe this is one of HR's most underrated skills because behind every organisation, transformation, and culture initiative are people who ultimately need to understand, believe, and be inspired to move forward together.
Q In fewer than 10 words, what is your number one motto for helping people and teams grow?
Leave people better than when you found them.
Basically, I’m a strong believer in investing in and growing people, creating lasting impact, and ultimately leaving a legacy behind, if possible.
Q A quick preview of your session at Learning & Development Asia: What is the one key takeaway you hope attendees will gain?
The one key takeaway I hope attendees gain is that as AI continues to transform the way we work, we need to be more intentional about how we develop people. While AI can help us accelerate productivity and automate many tasks, we must not overlook the importance of the experiences, challenges, and repetitions that shape judgement, confidence, and leadership capability. The question is not whether we should adopt AI, but how we redesign development pathways so that technology enhances human potential rather than unintentionally creating gaps in growth.
Beyond concepts and theories, I hope attendees walk away with practical ideas they can reflect on and adapt within their own organisations, whether it is rethinking how we create stretch opportunities, build critical thinking, or prepare future leaders in an AI-enabled workplace. Every organisation has different contexts, so the goal is not a one-size-fits-all solution, but meaningful insights that leaders can take back and start experimenting with.
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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