Tuesday, 10 February 2026
Ir
Hair style like Rasullah SAW
For more than 25 years, I kept my hair short. The last time I had long hair was during my matriculation days in 1999. After joining PALAPES, I maintained a very short haircut — often trimmed using clipper number 0. Most of the time, I even cut my own hair at home every two or three weeks.
I also shared with them that keeping longer hair is not something foreign in Islam. There were times when Prophet Muhammad ﷺ kept his hair long, reaching his shoulders, while maintaining cleanliness and neatness. I even showed them some illustrations.
So why change my hairstyle now, approaching my 50s?
Midlife crisis? Maybe. But the story goes deeper than that.
The change began in early 2025 when I was entrusted with a heavy responsibility — taking over the management of a factory. At the same time, my health was declining. I carried pain with me every single day. I did not want to appear weak or defeated. That was when I decided to change — not just externally, but internally as well.
I started growing my hair, colouring it, and most importantly, committing to daily walks and brisk walking routines.
It became a symbol of renewal. A new spirit. Gradually, my health improved. My inner strength grew stronger and helped me face many challenges. Eventually, I was transferred to Indonesia, carrying this new style and renewed energy with me.
And perhaps the most meaningful part — my wife truly loves this new look. She has quietly held this wish for many years, hoping to see me with longer hair. Maybe a little K-Pop style, she says.
Now, I am patiently waiting for my hair to grow long enough to tie it neatly at the back.
To my brother and sister — forgive me and allow me this change.
But don’t worry. I will not become someone careless or unkempt. I aspire to follow the example of Rasulullah ﷺ — maintaining dignity, cleanliness, and good self-care.
#PersonalGrowth #SelfTransformation
#HealthJourney #LeadershipJourney
#MidlifeReflection #NewChapter
#WorkLifeBalance #IslamicValues
#InspiredBySunnah #StrongerEveryday
#LifeLessons #PositiveChange
#MensWellbeing #FaithAndLife
Panjang rambut ikut Nabi
Sunday, 8 February 2026
Hukum penceraian dan kaedah Islam
✅ Hak Isteri Selepas Bercerai
1. Nafkah Iddah
- Nafkah yang wajib diberi oleh bekas suami sepanjang tempoh iddah.
- Tempoh iddah:
- Cerai biasa: 3 kali suci
- Mengandung: Sehingga melahirkan anak
- Nafkah termasuk:
- Tempat tinggal
- Makan minum
- Pakaian
- Keperluan asas
👉 Dalil:
Allah SWT berfirman:
“Tempatkanlah mereka (isteri-isteri yang diceraikan) di mana kamu tinggal menurut kemampuan kamu…”
(Surah At-Talaq: 6)
2. Mut’ah (Saguhati Perceraian)
- Pemberian saguhati daripada suami kepada bekas isteri.
- Tujuan: Menghargai tempoh perkahwinan dan meringankan kesan perceraian.
- Nilai bergantung:
- Tempoh perkahwinan
- Kemampuan suami
- Keadaan isteri
3. Nafkah Tertunggak
- Jika semasa perkahwinan suami pernah abaikan nafkah, isteri boleh tuntut.
4. Harta Sepencarian
- Harta yang diperoleh bersama sepanjang perkahwinan.
- Contoh:
- Rumah
- Kereta
- Simpanan
- Mahkamah akan nilai sumbangan kedua-dua pihak (duit, tenaga, urus rumah tangga, dll).
5. Hak Tempat Tinggal
- Dalam sesetengah keadaan, mahkamah boleh benarkan bekas isteri tinggal sementara di rumah kelamin.
👶 Hak Anak Selepas Perceraian
1. Nafkah Anak (WAJIB atas bapa)
Bapa tetap wajib beri nafkah walaupun sudah bercerai.
Termasuk:
- Makan minum
- Pakaian
- Pendidikan
- Perubatan
- Tempat tinggal
👉 Kewajipan ini berjalan sehingga:
- Anak lelaki mampu berdikari
- Anak perempuan biasanya sehingga berkahwin (atau mampu berdikari)
2. Hak Penjagaan Anak (Hadhanah)
Biasanya:
- Anak kecil → ibu lebih berhak menjaga
- Tetapi mahkamah akan nilai:
- Kebajikan anak
- Kesihatan mental & fizikal penjaga
- Keupayaan membesarkan anak
3. Hak Lawatan Bapa
Walaupun anak dijaga ibu:
- Bapa tetap ada hak jumpa anak
- Tidak boleh dihalang tanpa sebab munasabah
4. Hak Pendidikan & Kasih Sayang
- Kedua-dua ibu bapa masih bertanggungjawab membesarkan anak secara baik.
- Perceraian bukan alasan putus hubungan kekeluargaan.
⚖️ Dari Sudut Islam – Prinsip Besar
Perceraian dibenarkan tetapi tidak digalakkan. Nabi SAW bersabda:
“Perkara halal yang paling dibenci Allah ialah talak.”
(Hadis Riwayat Abu Daud)
Islam sangat menekankan:
- Keadilan
- Kebajikan wanita
- Perlindungan anak
Baik Hashim, saya terangkan cara tuntutan nafkah melalui Mahkamah Syariah di Malaysia secara langkah demi langkah supaya mudah difahami dan praktikal kalau nak buat tuntutan nanti.
⚖️ Cara Tuntutan Nafkah Melalui Mahkamah Syariah
Tuntutan ini boleh melibatkan:
- Nafkah isteri
- Nafkah anak
- Nafkah iddah
- Nafkah tertunggak
✅ Langkah 1: Kenalpasti Jenis Tuntutan
Pemohon perlu tentukan dulu nafkah apa nak tuntut. Biasanya melibatkan:
👩 Nafkah Isteri
- Nafkah semasa masih berkahwin
- Nafkah iddah
- Mut’ah
- Nafkah tertunggak
👶 Nafkah Anak
- Makan minum
- Pendidikan
- Perubatan
- Tempat tinggal
- Keperluan harian
✅ Langkah 2: Sediakan Dokumen Penting
Biasanya mahkamah akan minta dokumen berikut:
📄 Salinan Kad Pengenalan
📄 Sijil nikah / sijil cerai
📄 Sijil kelahiran anak
📄 Bukti pendapatan suami (jika ada)
📄 Bukti perbelanjaan anak / isteri
- Resit sekolah
- Bil perubatan
- Bil makanan / susu
- Bil taska / pengasuh
- Sewa rumah dll
👉 Lagi lengkap bukti, lagi kuat kes.
✅ Langkah 3: Failkan Permohonan di Mahkamah Syariah
Pergi ke: ➡️ Mahkamah Syariah kawasan tempat tinggal pemohon
Di kaunter:
- Minta borang tuntutan nafkah
- Isi butiran pemohon dan responden (bekas suami)
- Nyatakan jumlah nafkah yang dituntut
Biasanya ada pegawai mahkamah yang boleh bantu isi.
✅ Langkah 4: Bayar Fi Mahkamah
Fi biasanya rendah (sekitar puluhan ringgit sahaja).
Kalau tidak mampu, boleh mohon pengecualian bayaran.
✅ Langkah 5: Proses Sebutan Kes
Mahkamah akan tetapkan tarikh sebutan.
Semasa sebutan:
- Mahkamah akan cuba proses sulh (mediasi/perdamaian) dahulu
- Kedua-dua pihak bincang jumlah nafkah yang sesuai
👉 Banyak kes selesai di peringkat sulh.
✅ Langkah 6: Perbicaraan (Jika Tiada Persetujuan)
Jika gagal capai persetujuan:
- Kes akan dibicarakan
- Kedua-dua pihak beri keterangan
- Hakim akan tentukan jumlah nafkah
Mahkamah akan nilai:
- Pendapatan suami
- Keperluan anak / isteri
- Gaya hidup semasa perkahwinan
- Kemampuan suami
✅ Langkah 7: Perintah Mahkamah
Jika tuntutan diluluskan:
- Mahkamah keluarkan perintah bayaran nafkah
- Bayaran boleh dibuat:
- Secara bulanan
- Potongan gaji
- Bayaran terus melalui mahkamah
🚨 Jika Suami Ingkar Bayar Nafkah
Boleh buat tindakan penguatkuasaan seperti:
✔️ Saman penghutang penghakiman
✔️ Potongan gaji
✔️ Sitaan harta
✔️ Waran tangkap
✔️ Penjara (jika ingkar perintah mahkamah)
📊 Cara Mahkamah Tentukan Jumlah Nafkah Anak (Biasanya)
Tiada formula tetap, tapi dinilai berdasarkan:
- Bilangan anak
- Umur anak
- Kos pendidikan
- Kos sara hidup kawasan
- Pendapatan bapa
🤲 Prinsip Dalam Islam
Allah SWT berfirman:
“Hendaklah orang yang mampu memberi nafkah menurut kemampuannya…”
(Surah At-Talaq: 7)
Maksudnya:
- Nafkah mesti munasabah
- Tidak membebankan
- Tidak menzalimi anak atau isteri
Thursday, 5 February 2026
🌿 Catatan Tentang Sebuah Ikatan Suci
Mendengar berita tentang isu hubungan rumah tangga dalam kalangan artis mungkin sudah menjadi kebiasaan buat kita. Namun, apabila berita itu melibatkan keluarga atau saudara rapat sendiri, ia menjadi sesuatu yang sukar untuk diterima dan memberi kesan yang mendalam di hati.
Catatan ini hanyalah sebuah peringatan buat diri sendiri tentang mengapa sebuah ikatan suami isteri itu diciptakan. Dalam Islam, perkahwinan adalah ibadah yang panjang tempohnya, dan matlamat akhirnya bukan sekadar kebahagiaan dunia, tetapi untuk membawa pasangan dan ahli keluarga bersama-sama menuju syurga Allah SWT.
Lebih dua puluh tahun melayari bahtera rumah tangga bersama isteri tercinta. Kami dikurniakan lima cahaya mata yang membesar di hadapan mata, masing-masing hadir dengan kisah dan warna kehidupan tersendiri. Sebuah kebahagiaan yang tidak mampu dinilai dengan wang ringgit.
Perjalanan kami bermula apabila saya meluahkan perasaan kepada bakal isteri melalui orang tengah, dan alhamdulillah luahan itu disambut dengan baik. Kami menjalinkan hubungan selama lebih empat tahun sejak zaman universiti sebelum disatukan sebagai pasangan suami isteri yang sah.
Saya berasal dari Kelantan, manakala isteri dari Sabah. Kami disatukan oleh rasa cinta yang hadir sejak pandang pertama. Dalam tempoh perkenalan itu, kami menjadi jambatan kepada dua keluarga besar yang berbeza adat dan budaya serta dipisahkan oleh jarak ribuan kilometer. Alhamdulillah, kedua-dua keluarga menerima hubungan kami dengan penuh keikhlasan dan sokongan.
Sebaik tamat pengajian, saya berusaha mencari pekerjaan demi membina masa depan dan menyunting gadis yang dicintai. Walaupun perjalanan hidup membawa saya merantau jauh ke bumi Borneo selama lebih dua puluh tahun, saya yakin setiap langkah itu adalah aturan Allah yang terbaik. Setelah memperoleh pekerjaan yang stabil, saya menyimpan wang untuk mendirikan rumah tangga. Kami bertunang selama sembilan bulan sebelum akhirnya berkahwin. Majlis perkahwinan diadakan di Sabah dan Kelantan sebagai simbol penyatuan dua keluarga besar.
Selepas berkahwin, saya membawa isteri menetap di kawasan ladang sawit yang terletak kira-kira 90 kilometer dari Bandar Lahad Datu, berhampiran hilir Sungai Kinabatangan. Di situlah kami membina keluarga kecil dengan penuh kekurangan dan kesederhanaan.
Ketika itu, saya tidak memiliki apa-apa. Kami tinggal di kuarters syarikat tanpa kenderaan sendiri, tanpa televisyen, dan hanya bergantung kepada gaji sekitar RM2000 untuk menyara kehidupan di perantauan, jauh daripada keluarga.
Setahun kemudian, Allah mengurniakan anak pertama yang menjadi penyeri dan penguat semangat dalam menghadapi kesusahan hidup.
Isteri saya seorang wanita yang tabah dan solehah. Dia tidak pernah menuntut kemewahan, sebaliknya setia menemani suami ke mana sahaja ditakdirkan. Dari Lahad Datu ke Miri, kembali ke Sandakan dan semula ke Lahad Datu. Dalam tempoh lebih dua puluh tahun, kami berpindah dari satu rumah ke rumah lain, dari satu sekolah anak ke sekolah yang lain. Ketika saya bekerja, dialah yang mengurus, membesarkan, dan mendidik anak-anak di bumi asing.
Ini bukan sekadar kisah cinta. Ini adalah kisah dua jiwa yang berusaha memelihara cinta dalam kerangka syariat yang digariskan oleh Allah SWT dan dicontohkan oleh Rasulullah SAW.
Sepanjang tempoh perkenalan sebelum berkahwin, kami berusaha menjaga batas syariat dan tidak melanggar larangan agama. Setelah berkahwin, kami cuba memahami peranan dan tanggungjawab masing-masing. Kami sedar kami mempunyai banyak kelemahan, namun kami sentiasa berusaha memperbaiki diri. Kami belajar meluahkan perasaan, walaupun tidak selalu, tetapi cukup untuk menjadi pedoman agar kami sentiasa menjadi lebih baik.
Kini, kami diuji dengan jarak apabila dipisahkan oleh dua negara. Jika dahulu kami dapat bertemu setiap hari, kini pertemuan hanya berlaku sekitar sebulan sekali. Namun, jarak itu mengajar kami erti rindu, menghargai, dan menyuburkan kembali kasih sayang yang mungkin dahulu terasa biasa.
Setiap manusia pasti diuji dengan ujian masing-masing. Namun, dengan niat untuk bersama menuju syurga Allah, walaupun emosi kadangkala menguasai diri, kita tetap perlu berpaut kepada garis panduan agama. Jika tersasar, sebaiknya kita kembali muhasabah diri.
Selagi kita menjaga batas yang ditetapkan oleh Allah, insyaAllah nikmat sakinah, mawaddah dan rahmah akan menjadi penguat dalam kehidupan berumah tangga. Walaupun badai ujian datang seperti gelombang besar, Allah akan memimpin pasangan yang saling berpaut kepada-Nya menuju kebahagiaan dunia dan akhirat.
Sesungguhnya antara kejayaan terbesar syaitan adalah memisahkan hubungan suami isteri. Maka marilah kita sentiasa berdoa memohon hidayah, taufik dan perlindungan Allah agar rumah tangga kita sentiasa dipelihara daripada godaan tersebut.
Rindu buat isteri di kejauhan.
#anekdotcinta
Monday, 2 February 2026
Lost in 500km journey to Medan
Thursday, 29 January 2026
Keypad Kembara 2026
Tuesday, 27 January 2026
I Am a Pumpkin Plant 🌱
Monday, 26 January 2026
Kesultanan Melayu Siak, Indrapura, Siak, Riau, Indonesia
Saturday, 24 January 2026
Pesan untuk Alif
Alif,
Hari ini Homeroom Alif mengadakan perjumpaan bersama ibu bapa di sekolah. Salah satu program yang dirancang ialah supaya ibu bapa menulis surat kepada anak masing-masing, sempena peperiksaan SPM yang bakal Alif dan rakan-rakan hadapi, setelah lima tahun berada di sekolah menengah. Namun disebab ayah di luar negara dan mama pula ada urusan PIBG di sekolah adik - adik, kami tidak dapat hadir program tersebut.
Sebenarnya semalam hari bekerja. Ayah tidak sempat mencari idea untuk menulis surat. Disebabkan dikejar oleh AJK program, ayah cuma sempat meminta ChatGPT menyenaraikan beberapa pesanan untuk Alif, dan ayah terus menghantarnya kepada Alif. Alif terima dengan baik, tetapi Alif membalas dengan jujur — Alif lebih suka jika ayah menulis sendiri, seperti ayah menulis blog dulu-dulu.
Baiklah, ayah berjanji.
Ini pesanku, khas untuk Alif, anak kedua kami yang bakal menduduki peperiksaan SPM tahun ini.
1. Homeroom
Luangkan masa sebaiknya dengan rakan-rakan homeroom. Selepas keluar dari maktab nanti, semua kenangan ini akan menjadi detik terindah yang akan dikenang sepanjang hayat. Bantulah rakan jika mereka memerlukan bantuan. Ayah sendiri masih berhubung dengan rakan-rakan di MRSM walaupun sudah lebih 30 tahun meninggalkan maktab. Persahabatan itu mahal nilainya.
2. Rakan maktab
Alif sebenarnya bertuah kerana mempunyai dua maktab sepanjang sekolah menengah. Ya, ayah tahu ia bukan pengalaman yang mudah apabila Alif di Tingkatan 4 terpaksa menyesuaikan diri dengan rakan-rakan baharu. Namun, di sebalik kesukaran itu, Alif mempunyai kelebihan yang besar — sama ada di Sandakan atau di Pontian, Alif mempunyai ramai rakan. Suatu hari nanti, Alif akan bertemu semula mereka, sama ada di universiti atau dalam kerjaya. Yang paling penting sekarang, hargailah dan luangkan masa dengan rakan-rakan yang ada di depan mata Alif hari ini.
3. Ingatan yang kuat
Alif dikurniakan ingatan yang sangat kuat. Itu satu kelebihan yang ayah sendiri tidak miliki. Jika ayah boleh meminta sesuatu, ayah mahu Alif menggunakan kelebihan ini untuk menghafal banyak surah Al-Quran. Ia akan menjadi bekalan terbaik sepanjang hayat, peneman ketika susah dan penenang ketika gelisah.
4. Skill untuk hidup
Akademik itu penting, tetapi hidup memerlukan lebih daripada sekadar akademik. Kita perlukan kemahiran komunikasi, kemahiran sosial, kawalan emosi, kepimpinan, memasak, memahami AI, keusahawanan dan banyak lagi. Kemahiran ini sentiasa berubah mengikut zaman, tempat dan matlamat hidup. Untuk menjadi khalifah di muka bumi dan insan yang berjaya dunia serta akhirat, kita mesti sentiasa belajar kemahiran baharu yang bermanfaat.
5. Hiduplah dan buat yang terbaik
Dunia ini luas dan penuh dengan perkara untuk diterokai — pengalaman baharu, tempat baharu, kenalan baharu, budaya baharu, bahasa baharu dan makanan baharu. Namun semua itu tidak akan bermakna tanpa kesihatan. Ilmu dan pengalaman tidak akan sampai ke mana-mana jika tubuh tidak sihat. Jaga kesihatan seawal mungkin. Elakkan makan terlalu banyak maggi kerana kesannya buruk dalam jangka masa panjang. Jika kesihatan rosak ketika muda, banyak perkara dalam hidup tidak dapat dilakukan. Jagalah tubuh badan kerana ia amanah daripada Allah sepanjang hayat. Tubuh yang sihat menentukan kualiti hidup — dengan kesihatan, kita mampu membantu orang lain, berkhidmat kepada agama, bangsa dan negara.
6. Pahit dan manis kehidupan
Dalam hidup, semuanya ada hikmah daripada Allah. Ada masa kita faham, ada masa kita tidak faham sehinggalah Allah sendiri menyedarkan kita. Belajarlah menerima qada’ dan qadar, kerana di situlah letaknya ketenangan hati.
7. Adab dan ilmu
Hormatilah guru dan jagalah keberkatan ilmu. Jaga adab dalam setiap keadaan, kerana manusia yang beradab itu tanda tingginya ilmu. Ilmu tanpa adab adalah ilmu yang pincang.
Belajarlah ilmu agama — Al-Quran dan hadis. Ikutilah para ulama. Ambillah ilmu daripada mereka yang arif tentang dunia dan akhirat. Semua ilmu ini diperlukan, sama ada sekarang mahupun pada masa hadapan.
Alif, SPM hanyalah salah satu daripada banyak peperiksaan dalam hidup. Ayah sentiasa mendoakan yang terbaik untuk Alif — bukan sahaja untuk SPM, tetapi untuk seluruh perjalanan hidup Alif di dunia dan di akhirat.
Ayah sentiasa bangga dengan Alif.
Ayah, Dumai, 24 Januari 2026
#PesanAyah #SuratUntukAnak #AyahDanAnak #KasihSeorangAyah #DoaAyah #SPM2026 #CalonSPM #PerjalananSPM #PendidikanAnak #Homeroom #MRSM #AdabDanIlmu #IlmuDanAkhlak #QadaDanQadar #BekalAkhirat #InsanSeimbang #Khalifah #CatatanAyah #TulisanHati #CoretanAyah #Keluarga #AmanahAllah
Friday, 23 January 2026
Berhenti kerana Allah
Social Performance in HSSE
Social performance in safety merujuk kepada bagaimana sesebuah organisasi mengurus, melindungi, dan meningkatkan keselamatan serta kesejahteraan manusia—bukan sahaja pekerja, tetapi juga kontraktor, pelanggan, dan komuniti sekeliling.
Commitment to Security, Safety, Environment & Social Performance
A strong commitment to Security, Safety, Health, Environment, and Social Performance (SSHE & SP) is fundamental to sustainable business operations. This commitment goes beyond compliance — it reflects a deep responsibility to people, communities, and the planet.
1. Pursue the Goal of No Harm to People
The highest priority is protecting human life. This includes preventing injuries, occupational illnesses, and security incidents. A “no harm” mindset requires strong leadership, safe systems of work, continuous risk assessment, and individual accountability at every level of the organization.
2. Respect Nature
Operations are conducted with respect for the natural environment. This involves minimizing environmental impact, protecting biodiversity, preventing pollution, and responsibly managing waste, emissions, and water usage — ensuring ecosystems are preserved for future generations.
3. Use Materials and Energy Efficiently
Efficient use of resources reduces environmental footprint and improves operational sustainability. This includes energy efficiency, waste reduction, circular economy practices, and innovation to maximize value while minimizing resource consumption.
4. Respect Our Neighbors and Contribute to Society
Organizations have a responsibility to the communities where they operate. This means engaging openly with stakeholders, respecting local cultures, managing social impacts, creating shared value, and contributing positively through employment, education, and community development initiatives.
5. Develop Energy Resources Responsibly
Energy resources are developed in a way that balances economic needs with environmental and social responsibility. This includes applying high safety standards, responsible project development, and supporting the transition toward lower-carbon and sustainable energy solutions.
6. Publicly Report Performance
Transparency builds trust. Regular public reporting on safety, environmental, and social performance demonstrates accountability, enables learning, and allows stakeholders to assess progress and challenges objectively.
7. Take a Leading Role in Promoting Best Practices
Organizations should actively promote and share best practices across the industry. Leadership means not only meeting standards but raising them — influencing partners, contractors, and peers to improve overall performance.
8. Systematically Manage HSSE & Social Performance
SSHE & SP are integrated into business processes through structured management systems, clear governance, measurable targets, audits, and continuous improvement cycles to ensure risks are identified and controlled effectively.
9. Create a Psychologically Safe and Learning-Oriented Workplace
A strong safety culture includes psychological safety — where people feel respected, supported, and empowered to speak up, report concerns, and learn from mistakes. An environment that encourages learning, collaboration, and continuous improvement strengthens both performance and well-being.
In summary:
True SSHE & Social Performance excellence is achieved when protecting people, respecting the environment, and contributing to society are embedded into daily decisions — not treated as separate from business success.
#SafetyFirst #NoHarm #Sustainability #EnvironmentalResponsibility #SocialPerformance #ResponsibleBusiness #EnergyTransition #HealthSafetyEnvironment #Leadership #PsychologicalSafety #ContinuousImprovement #CorporateResponsibility
Monday, 19 January 2026
Kembara 2026 - Briswalk at Pekan Baru
Last weekend marked the second week of the challenge. On Saturday and Sunday, an unplanned journey helped me boost my step count—starting with a trip to Deli, which later turned into a spontaneous decision to continue on to Pekanbaru to meet a friend.
I checked into a hotel near Masjid Bandaraya Pekanbaru, and the next morning headed toward the Wali Kota Office area. To my surprise, Jalan Jenderal Sudirman was closed early in the morning, filled with families and city residents enjoying a brisk walk together.
Unknowingly, I had walked straight into an annual Lions Club Healthy Walk event. Around 3000 participants joined, with surprisingly generous prizes—an Umrah package, a motorcycle, kitchen appliances, and smartphones. Not wanting to miss the moment, I decided to join in.
Although I only managed 9,000 steps that morning, the experience was truly rewarding. I enjoyed the vibrant atmosphere, admired the beautiful buildings, and felt the energy of a city coming together for health and community.
Sometimes, the best walks are the ones you never planned.
#BriskWalk #20KStepsChallenge #HealthyLifestyle #WalkingJourney
#Pekanbaru #CityWalk #UnexpectedMoments #ActiveLife #StepByStep #WeekendWellSpent
Friday, 16 January 2026
Health reflection
After I shared a blog post with a few friends via my WhatsApp status, several of them replied.
One said, “My late father once attempted a stent procedure, but it was unsuccessful, and he passed away.”
Another replied, “Bro, I’ve already had two stents installed in my heart.” He is just one year younger than me.
Another friend told me, “You shared that post with me in the morning. By the afternoon, I was undergoing eye surgery.” He is now on two weeks of medical leave.
I responded to all of them with sadness and empathy for what they had gone through. I never expected that a simple personal sharing would open so many hearts among people close to me.
Yes, we are approaching our late 40s and 50s. Cholesterol issues. High blood pressure. Diabetes. Heart disease. Obesity. And some friends have already passed on. Aren’t these all reminders that keep coming back to us?
What more reminders are we waiting for?
Isn’t it time to change the way we eat, the way we treat our bodies, and the way we live?
Isn’t it time to stop smoking?
Isn’t it time to reduce sugar, oil, and salt, instead of indulging purely for taste and desire?
After carrying excess weight for so many years, when will we finally start exercising and taking control of our health?
Time is getting shorter. Our children are growing up and will soon walk their own paths. When will we truly spend time with them, instead of endlessly scrolling through TikTok and Facebook?
Health is not a luxury. It is a responsibility—to ourselves and to those who love us.
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The journey of Goal Zero - a perspective
Goal Zero is more than just a metric; it is the company's core ambition to achieve no harm and no leaks across all global operations.
In 2022, the focus was specifically on shifting the culture from just "following rules" to a "Learner Mindset"—acknowledging that humans make mistakes and designing systems that can "fail safely."
The Three Pillars of Goal Zero
To achieve the target of zero incidents, focuses on the three highest-risk areas of their business:
| Pillar | Focus Area |
| Personal Safety | Protecting individuals from injury through the 9 Life-Saving Rules. In 2022, these rules were simplified into "I" statements (e.g., "I always wear my seatbelt") to drive personal ownership. |
| Process Safety | Preventing the unplanned release of hazardous materials (leaks). This involves rigorous design, maintenance, and inspection of physical assets like refineries and rigs. |
| Transport Safety | Managing the risks of road, sea, and air travel. Vehicles drive the equivalent of 70 laps of the earth every day, making "journey management" a top priority. |
Key 2022 Initiatives and Developments
Introduction of "Failing Safely": In May 2022, updated its Goal Zero Handbook to emphasize Human Performance. The goal was to move away from blaming individuals for errors and instead look at "latent conditions"—system flaws that make an error more likely to happen.
AI and Digital Safety (T-Pulse): By 2022, expanded the use of T-Pulse, an AI-automated monitoring solution. Using CCTV and AI, the system identifies unsafe behaviors or equipment issues in real-time. In 2022, it helped trigger thousands of interventions that prevented potential harm.
Safety Day 2022: holds an annual global "Safety Day" where all operations stop to discuss safety culture.
7 The 2022 theme focused heavily on psychological safety—encouraging workers (especially contractors) to "speak up" without fear of consequences if they see something unsafe.Contractor Alignment: Since contractors perform a vast majority of the "frontline" work, Shell used 2022 to tighten the Contractor Safety Leadership program, ensuring partners adhere to the same "Goal Zero" standards as Shell employees.
Measuring Success
Measures Goal Zero through "Zero Days"—days where no fatal incidents, personal injuries, or significant spills occur. While the ultimate target is always 100%, the 2022 performance reports highlighted a 30% reduction in operational carbon emissions since 2016, showing that Goal Zero (no leaks) is increasingly tied to environmental "Net Zero" goals.
If the Learner Mindset is the engine that drives improvement, Psychological Safety is the oil that keeps that engine from seizing up. It is the belief that you will not be punished, humiliated, or marginalized for speaking up with ideas, questions, concerns, or mistakes.
1. The Core Purpose: Breaking the "Silence"
In high-risk industries like oil and gas, the most dangerous thing is a "hidden" risk. Psychological safety ensures that when a worker sees a "weak signal" (a small thing that feels wrong), they feel safe to report it immediately.
Without Psychological Safety: People hide mistakes to avoid blame. Small errors go unnoticed until they snowball into a major explosion or spill.
With Psychological Safety: People admit mistakes early. The team learns, the system is fixed, and a major incident is prevented.
2. The Four Stages
Framework encourages moving through four stages of safety to reach a high-performance culture:
| Stage | What it looks like at the "Frontline" |
| 1. Inclusion Safety | "I feel like I belong on this rig/site and my team values me." |
| 2. Learner Safety | "I feel safe asking 'Why do we do it this way?' or 'I don’t understand this tool.'" |
| 3. Contributor Safety | "I feel safe suggesting a better way to isolate this valve." |
| 4. Challenger Safety | "I feel safe telling the supervisor, 'Stop! This isn't right,' even if it delays the job." |
3. Key 2022 Leadership Behaviors
In 2022, emphasized that psychological safety is driven by leaders. They introduced specific behaviors to foster this:
Demonstrating Vulnerability: Leaders started saying, "I don't have all the answers," or "I made a mistake in the planning of this task." This "gives permission" for others to be honest.
Responding Positively to Bad News: How a leader reacts to a mistake determines if the next mistake will be reported. In 2022, the goal was to replace "Who did this?" with "What happened, and how can we prevent it?"
"Stop Work Authority": Every employee and contractor is given the formal right to stop a job. Psychological safety ensures they actually use that right without fearing they will be fired or yelled at for "wasting time."
4. The Link to "Human Performance"
Psychological safety is the bridge to Human Performance (HP) principles. HP acknowledges that workers are the "masters of their job." If they don't feel psychologically safe, they won't share the "hacks" or "workarounds" they use to get the job done. By sharing these workarounds safely, Shell can redesign the process to be officially safer.
Summary: Psychological safety isn't about "being nice." It is about interpersonal risk-taking for the sake of survival. It turns every employee into a "safety sensor."
In the context Goal Zero (the ambition to achieve no harm and no leaks), Psychological Safety is the foundational "safety net" for the human mind.
If the Learner Mindset is the engine that drives improvement, Psychological Safety is the oil that keeps that engine from seizing up. It is the belief that you will not be punished, humiliated, or marginalized for speaking up with ideas, questions, concerns, or mistakes.
1. The Core Purpose: Breaking the "Silence"
In high-risk industries like oil and gas, the most dangerous thing is a "hidden" risk. Psychological safety ensures that when a worker sees a "weak signal" (a small thing that feels wrong), they feel safe to report it immediately.
Without Psychological Safety: People hide mistakes to avoid blame. Small errors go unnoticed until they snowball into a major explosion or spill.
With Psychological Safety: People admit mistakes early. The team learns, the system is fixed, and a major incident is prevented.
2. The Four Stages
2022 framework encourages moving through four stages of safety to reach a high-performance culture:
| Stage | What it looks like at the "Frontline" |
| 1. Inclusion Safety | "I feel like I belong on this plant/company and my team values me." |
| 2. Learner Safety | "I feel safe asking 'Why do we do it this way?' or 'I don’t understand this tool.'" |
| 3. Contributor Safety | "I feel safe suggesting a better way to isolate this valve." |
| 4. Challenger Safety | "I feel safe telling the supervisor, 'Stop! This isn't right,' even if it delays the job." |
3. Key 2022 Leadership Behaviors
In 2022, emphasized that psychological safety is driven by leaders. They introduced specific behaviors to foster this:
Demonstrating Vulnerability: Leaders started saying, "I don't have all the answers," or "I made a mistake in the planning of this task." This "gives permission" for others to be honest.
Responding Positively to Bad News: How a leader reacts to a mistake determines if the next mistake will be reported. In 2022, the goal was to replace "Who did this?" with "What happened, and how can we prevent it?"
"Stop Work Authority": Every employee and contractor is given the formal right to stop a job. Psychological safety ensures they actually use that right without fearing they will be fired or yelled at for "wasting time."
4. The Link to "Human Performance"
Psychological safety is the bridge to Human Performance (HP) principles. HP acknowledges that workers are the "masters of their job." If they don't feel psychologically safe, they won't share the "hacks" or "workarounds" they use to get the job done. By sharing these workarounds safely, Shell can redesign the process to be officially safer.
Summary: Psychological safety isn't about "being nice." It is about interpersonal risk-taking for the sake of survival. It turns every employee into a "safety sensor."
In Goal Zero framework, Human Performance (HP) is the scientific approach to understanding why people do what they do. It shifts the focus from "trying to stop humans from making mistakes" to "designing systems that can handle human mistakes without someone getting hurt."
As of 2022, refreshed safety strategy is built on Five Human Performance Principles.
The 5 Principles of Human Performance
Shell adopted these principles to move away from traditional "blame and train" methods toward a more resilient system.
| Principle | Meaning in Action |
| 1. People make mistakes | Mistakes are normal and predictable. Even the best, most experienced operator will eventually have a "slip" or "lapse." Goal Zero aims to build systems that allow people to fail safely. |
| 2. Blame fixes nothing | Blaming an individual is an "easy out" that ignores the real problem. If you fire a person but leave a confusing valve in place, the next person will eventually turn it the wrong way too. |
| 3. Context drives behavior | People don't wake up wanting to have an accident. If someone took a shortcut, it was likely because the "context" (time pressure, confusing tools, or conflicting rules) made that shortcut seem like the best way to get the job done at that moment. |
| 4. Learning is vital | We must learn from "normal work," not just when something goes wrong. By understanding how work is actually done (the "Black Line") vs. how it’s written in a manual (the "Blue Line"), we can identify risks before they cause harm. |
| 5. Response matters | How a leader reacts to bad news or a mistake determines whether people will be honest in the future. A productive response focuses on "What happened?" and "What can we fix?" rather than "Who did it?" |
Key Concept: The "Blue Line" vs. the "Black Line"
A major part of 2022 HP training is the gap between these two lines:
The Blue Line (Work as Imagined): This is the perfect world described in procedures and manuals. It assumes everyone follows every rule, every tool works, and the weather is always good.
The Black Line (Work as Done): This is reality. It involves "hacks," workarounds, and adaptations that workers use to deal with broken tools, missing parts, or tight deadlines.
Human Performance aims to close this gap. By being curious about the "Black Line," can update the "Blue Line" (procedures) to be more realistic and safer.
Why this matters for Goal Zero
Under the old mindset, a "No Harm, No Leaks" goal could lead to people hiding mistakes to keep the stats looking good. By applying Human Performance, Shell acknowledges that:
Safety is not the absence of accidents; it is the presence of barriers.
Humans are the solution, not the problem. Their ability to adapt and solve problems is what keeps the plant running; the goal is to support those humans with better "error-tolerant" designs.
The results of Goal Zero campaign between 2022 and 2025 reflect a period of intense technological integration and a cultural shift toward "Human Performance." While the ultimate goal is always zero incidents, the data shows a complex picture of significant digital wins balanced against the persistent challenges of large-scale industrial operations.
Here is a breakdown of the results and key performance indicators (KPIs) from 2022 to the start of 2026:
1. Personal Safety: The SIF-F Metric
The group has increasingly moved away from looking only at "Lost Time Injuries" to a more rigorous metric: Serious Injury and Fatality Frequency (SIF-F). This measures incidents that actually caused—or had the high potential to cause—life-changing harm.
The Trend: By 2024, the group reported a SIF-F of 1.5, a notable improvement from the 2.6 reported in 2023.
The Reality: Despite the downward trend in rates, the group has publicly acknowledged the continued difficulty in eliminating all fatalities. In 2022, two contractor fatalities were reported; 2024 and 2025 reports continued to emphasize that while frequency rates were dropping, the "Goal Zero" (absolute zero) remains the most difficult milestone to sustain over a full calendar year.
2. Digital Safety & AI (The T-Pulse Impact)
One of the most measurable "wins" of the 2022–2025 period was the scaling of T-Pulse, AI-driven computer vision system.
Deployment: Expanded to 26 major sites by 2025.
Preventative Results: Since its inception, the system has generated over 20,000 alerts for potential safety violations (such as missing PPE, improper lifting, or people in "red zones").
The "Save" Count: credits T-Pulse with over 1,300 direct interventions between 2020 and 2025 that likely prevented significant harm or leaks.
3. Process Safety: Tier 1 and Tier 2 Events
Process safety refers to keeping "the product in the pipe" (preventing leaks and explosions).
2024–2025 Performance: In 2024, recorded 90 Tier 1 and Tier 2 incidents, an increase from 63 in 2023.
The Analysis: This increase was partly attributed to more rigorous reporting standards and a larger operational footprint as new projects (like the Whale platform in the Gulf of Mexico) came online. It served as a "wake-up call" that led to the 2024/2025 Safety Day theme focusing on "Before I Start Work"—emphasizing a pause to verify barriers before any high-risk task.
Summary Table: Goal Zero Key Metrics (2022–2024/25)
| Metric | 2022 Result | 2024/2025 Result | Performance Note |
| SIF-F | ~2.5+ | 1.5 | Significant reduction in high-potential harm. |
| Total Recordable Case Frequency (TRCF) | 0.95 | 0.81 - 0.90 | Remained relatively stable/slight improvement. |
| Operational Carbon Emissions | -30% (vs 2016) | -60% (vs 2016) | Massive win for the "No Leaks/Net Zero" overlap. |
| Routine Flaring | 0.1M tonnes | Zero | Achieved "Zero Routine Flaring" by Jan 1, 2025. |
4. Cultural Evolution: From "Compliance" to "Learning"
The most significant "result" of the Goal Zero campaign isn't just a number; it’s the change in how the frontline works.
Psychological Safety Integration: By 2025, "Safety Day" and "Learner Mindset" workshops have moved from high-level theory to daily toolbox talks.
Stop Work Authority: Reports show an increase in the number of worker-initiated stop-works. While this technically slows down production, leaders in 2025 celebrated these as "Goal Zero Wins," as they prove workers feel safe enough to prioritize safety over schedule.
Environmental Goal Zero: The campaign successfully merged "Safety" with "Environment." By 2025, a methane leak is treated with the same "Goal Zero" urgency as a physical injury, leading to the 0.04% methane intensity achieved in late 2024.
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