CitadelD I G E S T CELEBRATING EXCELLENCE : ALAIN BOEY SEEKING FOR AGENCY PARTNERS JUNE 2026 ISSUE NO.07 WWW.CITADELGROUP.COM.MY W W W . C I T A D E L G R O U P . C O M . M Y | I S S U E 0 7
TABLE OF CONTENTSHIGHLIGHT05 Celebrating Excellence : Alain Boey GUEST CONTRIBUTOR12FOREWORD03 A Note from the DCEO Alain BoeyDEPUTY CHIEF EXECUTIVE OFFICEREVENTS07 A Joyous Raya Celebration and April Birthday Gathering A Note from the CTO Raymond KuehCHIEF TECHNOLOGY OFFICERBIRTHDAY MONTH18 April, May and June 2026 Leadership Without Authority : Why People Choose to Follow
03CitadelD I G E S T A Note from the DCEO As we reach the halfway point of the year, we are reminded of how much can be achieved when people come together with purpose, resilience and a shared vision. The first half of 2026 has been filled with challenges. Things we have never expected to happen, happened. It's the Murphy's Law at work. Whatever that comes, we have been able to shoulder them. Why? Because when many put their minds together to work on the issues, the burden is shared across and together the solutions are more effective. Each contribution, whether large or small, has helped strengthen the foundation on which we continue to grow. We have our own vision - be it at work, in life, family etc. We are here together because we believe in the vision of Citadel. Let's not loose that focus as we look towards the months ahead. We do so with optimism and renewed energy. There is still much to be accomplished, many opportunities to embrace and new possibilities to explore. Together, we will continue building momentum, supporting one another and creating lasting value for our people, partners and communities. Come What May...we will overcome. Alain Boey Deputy Chief Executive Officer
A Note from the CTO FOREWORD04 Raymond Kueh Chief Technology Officer Technology As A Catalyst for Growth Hello and happy mid-year, everybody! We have officially survived the first half of 2026 without accidentally formatting our main systems or letting a rogue local AI model build its own union. Let's rewind our journey. Back in January, our AI initiatives were basically a newborn taking its first wobbly steps—clueless, loud, and entirely dependent on us to clear the path. Fast forward six months, and that toddler is practically running the place. The last two quarters have seen us sailing on remarkably calm seas, smoothly navigating our technical milestones without hitting a single major iceberg. Our H1 track record speaks for itself. We successfully shipped the FraudShield Mobile App, completely revamped CWC and built a brand- new CRM from scratch. Of course, a few of our most ambitious projects are still cooking in the oven, including the eMarket shopping portal, Citadel First mobile app, the ongoing revamp of CIMS and AI Credit Assessment. Driving the future of finance, our AI Credit Assessment transforms the financial world by providing intelligent tracking across the entire lending pipeline, from draft to disbursement. It delivers real-time metrics and features group exposure analysis, automated spreading and scorecards to accelerate compliant, data-driven decision-making.
CON GRA TULA TION05CitadelD I G E S T CELEBRATING EXCELLENCE: ALAIN BOEY RECOGNISED AS A 'LEGEND' AT THE MALAYSIA CIO 200 SUMMIT! We have some exciting news to share with the team! Our very own Alain Boey recently participated in the esteemed Malaysia CIO 200 Summit 2026 Roadshow, hosted at the stunning M Resort & Hotel Kuala Lumpur. This event was already a remarkable gathering of the brightest minds in technology and leadership, but for us, the highlight was witnessing Alain take the stage. We are absolutely delighted to announce that Alain received the prestigious “LEGEND” recognition plaque from the Global CIO Forum Excellence Honors! A WELL-DESERVED MILESTONE This exceptional accolade is not merely a beautiful trophy for display; it truly reflects Alain’s outstanding leadership, invaluable contributions and unwavering dedication to promoting excellence within the industry. Being recognised as a "Legend" speaks volumes about the impact he consistently makes each and every day. “True leadership is about inspiring others to strive for excellence and this recognition highlights exactly that.” Please join us in extending a huge congratulations to Alain for this remarkable achievement. We are incredibly proud to have his vision and expertise guiding us into the future! Congratulations, Alain!
06 BRAIN TEASER OF THE MONTH I am an odd number. Take away one letter and I become even. What number am I? ANSWERS : SEVEN (REMOVE THE "S")
07CitadelD I G E S T The combined Raya and birthday celebration was a wonderful reminder of the importance of celebrating not only cultural traditions but also the people who make our workplace special. Thank you to everyone who contributed to making the event a memorable one. We look forward to creating many more meaningful moments together as the Citadelian family. A JOYOUS RAYA CELEBRATION AND APRIL BIRTHDAY GATHERING In the middle of April, the Citadelian family came together to celebrate Hari Raya in a warm and cheerful gathering that truly reflected the spirit of togetherness. The celebration provided an opportunity for everyone to reconnect, share laughter and enjoy each other's company in a relaxed and welcoming atmosphere. The event was filled with delicious festive dishes, creating the perfect setting for colleagues to gather around the table and celebrate the occasion. Beyond the food, it was the genuine camaraderie and comfortable vibe among everyone that made the celebration especially meaningful. Moments like these remind us that our workplace is more than just an office, it is a community where friendships are nurtured and memories are created. Adding to the festivities, we also celebrated our April birthday stars, Dato' Jeff, Rohaini, Raymond and Kay. The birthday celebration brought even more smiles to the occasion as colleagues gathered to honour them with warm wishes and heartfelt appreciation.Citadelian family
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Become a UmHajGo eMarket Merchant Today! Your products deserve to be seen by the right people. Why Join UmHajGo eMarket? Get Your Business Noticed Reach the Right Customers Build Trust Through a Verified Marketplace Grow with Our Community TOGETHER, WE GROW At UmHajGo eMarket, we’re more than just a marketplace; we’re creating a trusted ecosystem where businesses and communities can prosper together. Are you ready to elevate your business? BECOME A MERCHANT TODAY! Expand your reach. Grow your business. Join UmHajGo eMarket. MORE VISIBILITY MORE CUSTOMERS MORE GROWTH For more info : www.umhajgo.com 09CitadelD I G E S T
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A little “mental coffee break” for the office crowd. Why did the stapler apply for a promotion? Brain Snacks: Zero Calories, 100% Funny How do you know an office is eco-friendly? My keyboard and I are in a complicated relationship, too many typing errors Coffee and I have a work contract, no coffee, no work. The copier machine loves attention. It stops working whenever someone important walks in. 11CitadelD I G E S T Because it wanted to bind the team together. Knock, knock. Who’s there? Justin. Justin who? Justin time for another meeting that could’ve been an email. They recycle their jokes.
GUEST CONTRIBUTOR12 I STILL REMEMBER A PROJECT THAT TAUGHT ME ONE OF THE MOST IMPORTANT LESSONS OF MY CAREER. Over the next few days, she brought the different viewpoints together. She clarified the real disagreements, separated assumptions from facts and identified where everyone could agree. She then proposed a way forward that did not give every department everything it wanted but addressed the issues that mattered most. Gradually, the project began to move again. The tone changed, conversations became more constructive, responsibilities became clearer and decisions were made. No new authority had been granted to her. People simply trusted her enough to follow her lead. That experience stayed with me because it challenged the way many of us think about leadership. We often associate leadership with position. We assume it begins when someone receives a promotion, manages a team or earns a place at the executive table. My experience has taught me otherwise. Leadership often begins long before the title arrives. It begins when someone takes responsibility for improving a situation, even when that responsibility has not been formally assigned. Leadership Without Authority : Why People Choose to Follow Leadership Without Authority : Why People Choose to Follow It was a high-priority initiative involving several departments, senior stakeholders and considerable organisational attention. On paper, it had everything it needed to succeed: executive sponsorship, capable people, sufficient resources and a clear commercial objective. Yet it was slowly falling apart. Meetings became tense, decisions were delayed and every department viewed the issue through its own priorities. Finance was concerned about cost. Operations was focused on execution. Technology was assessing feasibility. Legal was managing risk. Everyone had a valid perspective but no one could agree on how to move forward. The most senior person in the room had the authority to make a decision. However, authority alone was not resolving the situation. Then, someone stepped forward. She was not the project sponsor and did not lead any of the teams involved. She had no authority to approve the budget, assign responsibilities or instruct anyone in the room. What she had was credibility. She began by meeting stakeholders individually. She listened carefully, asked practical questions and tried to understand what each department was protecting. She did not enter the conversation with a ready-made answer. She entered with a willingness to understand.
Formal authority is necessary in any organisation. There must be accountability, reporting structures and clear decision-making responsibility. Someone must ultimately approve the strategy, allocate resources and take ownership of the outcome. However, authority has limits. A title can require someone to complete a task but it cannot make that person believe in the purpose behind it. A senior position can secure compliance but it cannot automatically create trust, loyalty or commitment. Those things must be earned. Throughout my career, I have met individuals with significant authority who struggled to influence the people around them. I have also met people with relatively junior titles whose judgement carried enormous weight. The difference was rarely technical capability alone. It was usually trust. People followed them because they were consistent, listened carefully, acted with integrity and understood the broader objective. They did not rely on position to make themselves important. They became important because of the value they brought. A Title Does Not Guarantee Leadership 13CitadelD I G E S T Leadership Is Visible Before It Is Recognised Some of the best leaders I have worked with were already leading before anyone formally acknowledged them as leaders. They remained calm when others became reactive, asked the questions people were avoiding and stepped in to solve problems rather than waiting to be instructed. They understood that leadership is not permission to control others. It is the willingness to accept responsibility. I have seen junior employees bring together departments that senior managers could not align. I have watched team members take ownership of mistakes when it would have been easier to blame others. I have also seen individuals protect the interests of the organisation without seeking recognition for themselves.
These are leadership moments. They may not appear in a job description but they reveal character, judgement and maturity. When I consider future leaders, I do not look only at how well someone performs when they are in charge. I also look at how they behave when they are not. Do they take initiative? Do they earn trust? Do people seek their advice? Can they create progress without reminding everyone of their title? These are often the clearest indicators of leadership potential. The individual who helped recover that project did not succeed because she spoke the loudest. She succeeded because she listened more carefully than anyone else. This is something I have had to learn repeatedly throughout my own leadership journey. When we hold senior positions, people often expect us to provide answers. The pressure to speak, decide and direct can be significant. Yet some of the best decisions I have made began with listening. Leadership without authority depends heavily on this ability because influence cannot be forced. Before we can persuade someone, we must understand what matters to them. Every department operates under different pressures. Finance may be protecting the organisation from unnecessary cost. Legal may be protecting it from exposure. Operations may be safeguarding delivery. Technology may be protecting security, stability and scalability. Marketing may be protecting reputation and customer confidence. When these concerns are dismissed as resistance, people become defensive. When they are treated as legitimate perspectives, people become more willing to collaborate. I have learned that influence is rarely about proving that one person is right and another is wrong. It is about helping people see where their interests connect. Influence Begins With Listening 13CitadelD I G E S T
13CitadelD I G E S T The woman who influenced that project had already built trust long before the situation became difficult. She was known to be prepared, to keep her commitments, to speak honestly and to give credit to others. When she raised a concern, people knew it was because the issue mattered, not because she wanted attention. That reputation gave her influence. Trust is accumulated through small, consistent actions. It is built when we do what we say we will do. It is strengthened when we are honest, particularly when honesty is uncomfortable. It grows when people see that our behaviour remains consistent regardless of who is in the room. Trust cannot be created instantly when a crisis begins. By then, people already know whether they believe us. As a leader, I have come to understand that every interaction either strengthens or weakens trust. The way we respond to mistakes matters. The way we treat people who cannot advance our careers matters. The way we share credit matters. The way we behave under pressure matters. Influence is not something we activate only when we need support. It is the result of how we have conducted ourselves over time. One of the greatest contributions a leader can make is to create clarity. Organisations are often filled with complexity. There are competing objectives, incomplete information, commercial pressures and legitimate differences of opinion. In moments like these, people look for someone who can help make sense of the situation. That person does not always have to be the most senior. Sometimes, leadership simply means being willing to organise the confusion. It means identifying the real issue, separating fact from emotion and helping people understand what matters most and what needs to happen next. People rarely need more information simply for the sake of information. They need context. They need to understand why an initiative matters, how their role contributes and what success should look like. Clarity creates confidence and confidence creates action. A leader who can explain a complex issue simply, without removing its substance, becomes valuable at every level of an organisation. Trust Is Built Before the Difficult Moment Clarity Is a Form of Leadership
13CitadelD I G E S T Leadership without authority also requires courage. There are moments when someone must challenge a decision, question an assumption or raise a risk that others would prefer not to discuss. This is never easy, particularly when the person raising the concern is junior to those making the decision. I have always respected individuals who are willing to speak honestly while remaining constructive. The manner in which a concern is raised matters. Challenging a decision should not become an attack on the person who made it. There is no shortage of people who can identify what is wrong. Far fewer are willing to help make it right. The people who gain influence are usually those who contribute solutions. They come prepared, understand the context, consider the implications of their recommendations and ask what they can do to move the work forward. I have learned to pay attention to the people who make progress easier for others. They may not always seek visibility or dominate discussions, but when they are involved, the quality of the outcome improves. That creates credibility. Over time, people begin to seek their perspective. They are invited into important conversations and become trusted advisers, even without formal authority. Influence grows through contribution. It is difficult to ignore someone who consistently helps the organisation make better decisions. Leadership . Requires . Constructive . Courage . Contribution . Creates . Credibility . A strong challenge is supported by facts, connected to the organisation’s objectives and accompanied, wherever possible, by an alternative. The purpose is not to embarrass someone or win an argument. The purpose is to improve the outcome. Courage and respect must exist together. Courage without respect can become confrontation, while respect without courage can become silence. Leadership requires the confidence to speak and the judgement to know how.
One of the clearest tests of leadership appears after success. Who takes the credit? I have seen strong teams weakened because one individual wanted to own every achievement. I have also seen ordinary teams become exceptional because the leader made everyone feel that the success belonged to them. Leadership without authority leaves little room for ego. When people are not required to follow us, they quickly notice whether we are motivated by the outcome or by recognition. The most influential people I know share credit generously, acknowledge the work of others and create opportunities for colleagues to be seen. At the same time, when things go wrong, they do not disappear. They accept responsibility for their role and focus on correcting the issue. This balance creates trust. People want to work with leaders who share success and remain present during difficulty. Leadership is not about being the most important person in the room. It is about helping the people in the room achieve something important together. The Quiet Test of Ego 13CitadelD I G E S T The Leadership Organisations Need The modern organisation is too complex for leadership to exist only at the top. Teams work across functions, markets and areas of expertise. Decisions depend on people who may not report to one another and success requires cooperation across organisational boundaries. In this environment, every organisation needs people who can lead without relying only on authority. We need individuals who can build trust before they need it, listen before they persuade, create clarity, challenge constructively and contribute solutions. We need leaders who understand that responsibility can be taken before it is formally assigned. When I think back to that project, I do not remember the organisational chart. I remember the person who stepped forward when the situation needed leadership. She did not command the room. She earned its confidence. That, to me, is the real measure of leadership. A title may place someone in charge. Authority may allow someone to make the final decision. But leadership begins when people trust your judgement, believe in your intentions and choose to move forward with you.
A Trio of Birthdays and a Whole Lot of Cake! BIRTHDAY MONTH18 The months of May and June brought us the perfect reason to gather, celebrate and enjoy some well- deserved treats. While Dr Rajna celebrated a birthday in May, June marked the birthdays of Shamsuria and Irina. Rather than celebrating separately, we brought everyone together for one joyful occasion, making it a memorable event for all. No celebration is complete without cake and this year's star of the show was a delicious carrot cake. Moist, flavourful and topped with creamy frosting, it was the perfect centrepiece for our birthday gathering. It didn't take long for everyone to reach for a slice and before we knew it, there was hardly a crumb left! Beyond the cake, the celebration was filled with smiles, laughter and warm conversations. It was a wonderful opportunity for colleagues to step away from their busy schedules, spend time together and celebrate the people who make our workplace such a welcoming environment. To Dr Rajna, Shamsuria and Irina, we wish you all a very happy birthday! May the year ahead bring you good health, happiness, success and many wonderful memories. Here's to celebrating milestones, sharing sweet moments and creating lasting memories together. We look forward to many more joyful occasions and perhaps another delicious carrot cake!From left : Dr. Rajna, Irina and Shamsuria.
FUN FACTFUN FACT Laughing is a mini workout. A genuine laugh can reduce stress hormones and trigger the release of endorphins, your body's natural "feel-good" chemicals. 19CitadelD I G E S T