Hello Theodoric, we are delighted to have you on HrTech. You have had a diverse entrepreneurial journey since your teenage years, from finding internet businesses to building Intellect. Could you share a bit about your journey so far?
From a young age, I have always been passionate about building and creating, driven by a curiosity to experiment and explore. Over the years, I ventured into multiple entrepreneurial endeavours, including founding a digital media company. While some initiatives succeeded and others didn’t, each experience provided invaluable lessons that shaped my journey.
On a personal level, I faced my own mental health challenges early in life, struggling with chronic anxiety and experiencing my first panic attack at the age of 16. My initial therapy session was a transformative moment—it was cathartic and eye-opening. I remember thinking, “If everyone truly understood the value of therapy, they would see it as essential.”
This realization became the foundation of Intellect. I set out to reshape perceptions of mental health support, making it accessible and relevant to everyday challenges like stress, burnout, and relationship difficulties. Mental health care should not be reserved for moments of crisis; support should be sought proactively, before reaching a breaking point.
Since Intellect’s launch in 2019, we have collaborated with leading mental health experts to develop evidence-based programmes rooted in proven therapeutic frameworks such as Cognitive Behavioural Therapy (CBT). Over time, we have expanded our offerings to provide holistic, comprehensive support for individuals across every stage of their mental health journey.
You founded and sold your company at the age of 20. What key lessons from your experience helped you build the path to Intellect?
One of the most valuable lessons I’ve learned is the importance of recognizing what I don’t know—whether in areas like people management or marketing. Identifying these gaps in knowledge has been essential in enabling me to take deliberate steps toward self-improvement and growth.
Another critical lesson has been learning to embrace failure. While it’s widely acknowledged that failure is a natural part of any journey, experiencing it firsthand can still be discouraging. However, I’ve come to understand that growth often stems from these moments. Processing mistakes and viewing them as pivotal learning opportunities has been instrumental in shaping my development.
Effective mental health programmes demonstrate that employers value their workforce beyond just productivity. This creates a culture of trust, loyalty and engagement.
What are the ways in which employers could improve their understanding of mental health issues in the workplace, and can you shed some light on the obstacles that are faced when improving mental health awareness among ASEAN employers?
It starts with understanding that mental health is not just a private and personal issue. In fact, it is an organisational and community responsibility. Improving workplace wellbeing is not just a moral imperative, it also is a business necessity.
With that in mind, employers can increase their mental health literacy by actively educating themselves and their team about mental health. Programmes like Mental Health First Aid™ are designed to increase our knowledge on mental health, while also providing practical skills on how we can support peers who are in mental distress.
In the ASEAN region, stigma remains a significant obstacle. Some employers still see mental health as a private issue. Additionally, cultural nuances and diverse workplace practices can make it challenging to implement standardised programmes.
That being said, we are seeing significant improvements in the region. According to our ASEAN Workplace Wellbeing Report 2024, we discovered that 56% of surveyed HR professionals are prioritising training managers on mental health literacy.
How can employers keep on updating their knowledge of mental health to support their employees effectively?
Continuous education is key. Employers can engage with mental health professionals, participate in industry events, and stay informed about evolving best practices through new research or studies.
In Intellect, we provide organisational consultancy because we know the importance of not only having knowledge of mental health, but also knowing how mental wellbeing programmes need to be tailored to different organisations, depending on their needs.
Does employee feedback play any role in shaping effective mental health programs? If yes, what metrics should employers use to measure the success of these initiatives?
Absolutely. Employee feedback is essential to designing and refining mental health programmes that meet real needs. After all, mental health programmes are for employees and we need their feedback to know on-the-ground sentiments.
There are many metrics that employers can use to measure the success of these initiatives.
Quantitative metrics are just as important. Metrics like participation rates and employee satisfaction scores can provide valuable insights. At Intellect, we’ve developed a ‘Return on Investment’ guide that allows HR managers and employers to measure and translate improvements in employee wellbeing into financial terms. Our proprietary methodology helps employers make a business case for these initiatives and make more informed decisions about their wellbeing strategy.
How do these programs improve employee retention and satisfaction?
z Employees who feel supported are more likely to stay with the company and contribute positively.
In our Workplace Wellbeing in 10 APAC Industries: Intellect Dimensions Benchmarking Report 2024, we analysed data from 50,000 employees and discovered that there’s a strong relationship between personal factors and workplace outcomes. For example, if an employee has a good state of mental wellbeing, this will positively affect their work.
How does Intellect help reduce stigma around mental health and support in providing solutions in ASEAN workplaces?
At Intellect, we believe in providing accessible, culturally-localised support through comprehensive solutions that address the diverse needs at every stage of the mental health journey.
For those that are mentally healthy: We have self-guided self-care features and skill-building programmes that develop skills and support wellbeing, on the Intellect platform.
For those who are handling moderate to high stress: We have live consultations with licensed coaches and counsellors which can happen via the Intellect platform or through text-based teleconsult.
For those who are in clinical need: We have clinical counselling and therapy which can happen virtually or face-to-face in any of our clinics islandwide. Workforces and individuals who are Intellect users have multiple channels to book face-to-face sessions or appointments with counsellors or clinicians, be it through its platform or other means such as WhatsApp, email and phone-booking.
For those who are in crisis: We have a 24/7 helpline and on-demand support for urgent and crisis care.
We also offer Mental Health First Aid™ which is a course dedicated to improving mental health literacy and empowering participants to foster a supportive culture in their workplace and to start important conversations about mental wellbeing. This course is particularly popular amongst managers and HR leaders as it equips them with practical knowledge on how they can identify mental health stressors and recommend appropriate support for their employees.
At the end of the day, reducing stigma around mental health requires a two-pronged approach. The first is to consistently spark meaningful and educational conversations in safe environments (like through our roadshows or workshops) that’ll reduce stigma. The second is to provide a comprehensive set of tailored mental health support that’ll empower people to seek help if they need it.
How do you think governments in the region can encourage companies to craft better mental health policies?
Governments can play a pivotal role by introducing and enforcing guidelines that prioritise employee mental health. In October 2024, the draft guidelines developed by the Workplace Safety and Health Council (WSHC) Singapore were released. This is a great start in showcasing the Singapore government’s commitment in improving mental health in the workplace. It is heartening to see that the approach isn’t a silver bullet, but goes into cultural change, peer support and tackles hard topics like reasonable workplace adjustment.
When governments take a step forward in improving mental health for both organisations and communities, it provides a clear example that companies can follow. It also brings into light the important conversations we need to have when discussing workplace wellbeing.
You have been recognized in the Forbes 30 Under 30 list in 2022, which is a huge achievement at a young age. What does this recognition mean to you, and how has it impacted your vision for better mental healthcare?
It’s something I’m definitely grateful for, but not something I look to have define me as a person. I believe in having a clear reason and purpose to work towards and good things will come along the way.
What advice would you like to give to workplaces on how to implement and improve their policies regarding mental healthcare?
Quite simply firstly acknowledge and thereafter look to provide support in ways one can. Supporting workplace mental healthcare can come in many forms, from access to tools, to policies, and creating psychological safety in the workplace.
Related News/ Articles Link:
https://hrtechcube.com/skills-based-hiring-2025/
https://hrtechcube.com/the-importance-of-mental-health-policies/
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