Shalini Sunder

I recently spoke on how HR can use agile approaches to meet the evolving demands of the workforce in terms of flexibility, work-life balance, and mental health as part of an interesting panel discussion at the 4th edition of India's Most Agile HR Leaders 2024. With evolving workplaces, HR leaders are embracing every aspect of agility and building a culture of self-reliant teams by setting clear visions and delivering value. HR directors are today becoming inclusive and democratic advocates of innovation, actively contributing to the growth of both the company and its workforce. #AgileHRAwards #HRTransformation #EvolvingWorkplace #WorkplaceInclusivity #WorkLifeBalance #MentalHealthAtWorkplace HRLeaders #HRIndia

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The unmeasurable behavioural competencies you are being measured on 😳😳😳😳 https://lnkd.in/d22i9GpR #competencies #competency #competence

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if you’ve ever wondered what HR does everyday (and nobody has educated you), let me shed some light on the topic: ↪️ we’ve been partnering with CEOs and business leaders to navigate a pandemic and post pandemic life- and everything that has come with it (Covid protocols, mapping out a future of work, crafting a health and wellness strategy and the list goes on). sadly, it took this happening for many leaders to realize how indispensable HR is. while it’s a shame it wasn’t more organic, I’m glad we got there. ↪️ we’ve been working closely with DEI leaders to educate and reeducate business leaders on the importance of putting actions behind words versus tokenism and performative behavior. this isn’t just important during a news cycle- it’s important all day every day and is just smart and good business ↪️ we’ve been working tirelessly on pay transparency, gender pay equity and creating comp philosophies that are fit for purpose and business needs ↪️ we’ve been constantly evolving our people strategy so our ability to attract, engage, develop and retain our people aligns with the business strategy (the shifts are constant and generational diversity is real) ↪️ we’ve been refining our People tech strategy and stack, with a focus of simplification, integration and consolidation and a remote/hybrid workforce in mind (not to mention, how AI will further impact this). and the list goes on.. I know that not all HR functions are built alike and for some of you, this may not be your lived experience. but for many it is and if you wonder why your HR team are tired and burnt out, it’s because it never stops. At one point our role was more cyclical (we had periods of down time) but those days are long gone. if it isn’t strategic imperatives it’s the day to day stuff (and vice versa). give your HR teams some grace and a “thank you” also goes a long way. they only have you and your fellow employees best interests at heart #humanresources #education #leadership #burnout

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I have observed 'Social norms' are built on blending in as opposed to standing out. Nodding a 'yes' is often easier than sharing one's point of view. And there is usually a risk in being ourselves especially around people who judge based on preconceived notions. Hence, people at work or in a given culture/ society/ community/ family start to behave just like the other and continue living in eco chambers ( An echo chamber is 'an environment where a person only encounters information or opinions that reflect and reinforce their own') The biggest fallacy is behaviours & mindsets we observe is what we believe to be desirable. Even if non conducive, attitudes are copied and internalised. Therefore the only antidote is... -Authenticity - Being our true self - Embracing vulnerability and - Transparency This keeps us from following a herd. -How do you keep your authentic self in action as a leader? Is it easy or challenging? Do share:) #Leadership #Learning #EmotionalIntelligence

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There is no such thing as an HR-strategy. ———- There is only one strategy. It must include an answer to the question of how to ensure that people are willing and able to contribute sustainably to the execution of the strategy. If a strategy needs to answer the questions - what do we do / offer - for whom - and how HR focuses clearly on the how question. Needless to say that the people part of strategy execution is important, but it should not be a separate strategy. Too often such a strategy is internally focused, following the fads and fashions of the time, putting the expertise in the middle instead of the final purpose, the customer. And yes, HR professionals should introduce a long-term, ethical approach to how an organization should treat, steer, support, motivate and inspire the people who choose to work for and with the organization and in the entire value chain. And by doing so, they enhance the overall strategy. Maybe we could say that strategy is about HR as its execution requires a behavioral approach. The HR approach is definitely a part of strategy, but not a strategy on its own. Curious to know what you think. Happy #internationalhrday #ihrd hrpro.be Otolith Consulting European Association for People Management EAPM Dave Ulrich Lynda Gratton Disruptive HR Corporate Research Forum (CRF) Edward Vanhoutte VHR Even Bolstad Berna Oztinaz Kai Saard Kai H. Helfritz Ulrik Schultz Brix Solveiga Grudienė Darko Petrovski Raffaele Credidio Elli Matsouka Joris Vandersteene Marleen Verstraete Frank Vander Sijpe

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🚀 Unlock the Future of Coaching with Generative A.I.! 🚀 At this year’s ICF Annual India Conference in Pune, over 200 coaches, including myself, engaged in a riveting panel discussion on the transformative power of Generative A.I. and its profound impact on coaching. You can see some reactions to it in the link on the 1st comment. In addition to the insightful discussion, attendees witnessed an impressive demo of a multilingual chatbot. Missed the conference? Don’t worry! I'm excited to announce another power-packed event – a no-holds-barred, candid discussion between Saurabh Saksena and me on how Generative A.I. can revolutionize the way we coach ourselves and others. Why You Should Join: - **Understand Generative A.I. Possibilities:** Learn how to leverage this technology for personal and professional growth. - **Practical Use:** Discover how to use Generative A.I. effectively with minimal or no programming skills. - **Stay Ahead of the Curve:** Gain insights into distinguishing yourself from the competition and staying future-ready. And yes, we’ll update you on the latest with GPT-4o released on 13th May and Google AI’s upcoming features announced on 14th May. **Event Details:** 📅 **Date:** Friday, 17th May   🌐 **Register Now:** https://lnkd.in/gyB8aegh  📌 **Check the schedule for your time zone on the registration page.** Don't miss this opportunity to dive deep into the future of coaching with Generative A.I. Join us for an engaging and enlightening session! #GenerativeAI #Coaching #ICFConference #Chatbots #PersonalGrowth #Innovation #FutureOfCoaching #AIInCoaching #gpt4o #googleAI

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Irrespective of the leadership style, ambitious and aspirational Chief Human Resources Officers (#CHROs) drive their organizations to success. Both approaches equally focus on gaining results and achieving career milestones. But it is worth exploring which approach you follow subconsciously! Please feel free to comment and share which one resonates with you more. 🤝 #DBVisions 👍 #CHRO #CHROFunctions #CSuiteFunctions #CEOroles #CEOFunctions #HROperations #HRLeaders #worklifebalance #HRIndustry #HRInsights #Thoughts

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𝗨𝗻𝗹𝗼𝗰𝗸 𝘁𝗵𝗲 𝗦𝗲𝗰𝗿𝗲𝘁𝘀 𝗼𝗳 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗶𝘁𝗵 𝗕𝗲𝗹𝗯𝗶𝗻 𝗧𝗲𝗮𝗺 𝗥𝗼𝗹𝗲𝘀 Looking to create a high-performing team that works seamlessly together? Curious about how Belbin Team Roles can transform your leadership approach? Recently, I had the privilege of co-facilitating a session at L&T Constructions with Nachiket Khare , where we explored "LEADING OTHERS LEVERAGING BELBIN" with 60 future leaders. Dr. Meredith Belbin, the genius behind Belbin Team Roles, once said, "What is needed is not well-balanced individuals, but individuals who balance well with each other." This principle is the essence of effective teamwork and leadership. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗻𝘂𝗿𝘁𝘂𝗿𝗶𝗻𝗴 𝘁𝗮𝗹𝗲𝗻𝘁 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗮𝗸𝗶𝗻𝗴 𝗼𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗿𝗼𝗹𝗲𝘀 𝗰𝗮𝗻 𝗱𝗼: 🌟 Equip leaders with crucial skills and knowledge. 🌟 Boost individuals' confidence to tackle leadership challenges head-on. 🌟 Build a robust, sustainable leadership pipeline for long-term success. 𝗗𝘂𝗿𝗶𝗻𝗴 𝗼𝘂𝗿 𝘀𝗲𝘀𝘀𝗶𝗼𝗻, 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝗻𝘁𝘀 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝗲𝗱: 🔍 The importance of self-awareness in leadership. 🔍 How behavior impacts team dynamics and performance. 🔍 Effective task allocation based on individual strengths. 🔍 The power of collaboration and creating inclusive environments. A special thank you to Leslie D'Souza, Pearl D'Souza McKenzie for giving me this opportunity How do you develop leadership potential in your organization? Share your thoughts in the comments below! #⁠leadership #TeamBuilding #Belbin

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A rather nice thing happened to me last Friday. As we were winding up after completing an employee engagement festive quiz for a corporate client in Kolkata, a senior participant came up to me and said, "Souvik, I really enjoy your quizzes. You ask questions from things that are known to us, yet often unknown to us in some way. I always felt that quizzes were difficult and questions were asked on nerdy subjects, but your quizzes have changed my perceptions. This is the third year you hosted this quiz for us and I have liked them every year. Also, I like the way you encourage the teams to attempt your questions and you look genuinely happy when someone gets it right. Hope to participate in your quiz next year too." Thank you Sir for your nice compliments and I also hope to see you next year. You made my day! As a quizmaster, I have always believed that most questions in a quiz, if not all, should be from topics which majority of the participants have heard of. And, this is something I try to incorporate in every quiz I do. Also, I am REALLY happy when my questions get answered as a correct answer always shows a connect among participants, audience and quizmaster. Thank you Sir for your kind words, they will serve as encouragement for my future quizzes. #Quiz #Quizmaster #TriviaTales #employeeengagement #funatwork #corporatequiz

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While these are 6 compelling reasons, #Coaching is a truly transformative process that shifts how leaders see themselves, relate with others, and contribute to the growth of the Organisation. If you are looking to invest in Coaching for your team, write to me, Poonam Sachdev Sood or Pradeep Sarin to tailor a developmental learning journey. #NewVerMe #LeadershipCoaching

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Leadership is one of the most talked about yet unsolved puzzles that you might want to sprinkle with some curiosity. But curiosity doesn’t come naturally to most and our efforts to be curious are constantly marred by the need to communicate more. So here’s a good read on developing essential skills to improve leadership effectiveness, tied together by curiosity and encouraging us to be more intentional next time round. #leadership #skills #curiosity

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❌No need for fancy diets or hardcore exercises.❌ The way I define happiness.⭐ ✅ MIND 1. Mental diet - What and how much do you consume on social media? - How much time are you truly present in the moment? 2. Relationships - Who is there to support you in any moment? - Does your circle inspire and motivate you? 3. Environment - What problems can you solve in your environment? - Does it encourage your growth or have you outgrown your environment? ✅ BODY 1. Food - Does the food you eat energize or deplete you? - Do you eat when you're hungry or when you're bored/sad/angry/jealous/anxious? 2. Movement - How many hours do you sit? - Are you getting your 10k steps a day? 3. Sleep - Do you wake up tired or rested? - How easy it is for you to fall asleep and sleep without interruptions? And it all happens in the sea of ✅ SELF AWARENESS. You can't make your life better if you don't even comprehend the life you have now. Life truly is simple. Make the most of it. ❌No need for fancy diets or hardcore exercises.❌ Do the basics. Start small. Your body will want more when you'll start feeling the benefits.⭐

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𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆 𝗼𝗳 𝗱𝗲𝘀𝗶𝗿𝗲 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗶𝗻𝗵𝗲𝗿𝗲𝗻𝘁 𝗱𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁𝘆 𝗱𝗲𝗿𝗶𝘃𝗶𝗻𝗴 𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗳𝗿𝗼𝗺 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗦𝘂𝗿𝘃𝗲𝘆𝘀 Its always intriguing to see an almost annual ritual in corporates - Engagement surveys to measure the pulse of employee sentiments and then basis the feedback received, try to derive actionable. And therein lies a difficulty. Employee expectations are nuanced, and they often have multi-layered expectations, motivations, and emotional drivers that they bring to their work environment. As such responses to engagement surveys are shaped by a wide array of factors, making the interpretation and action planning a challenging exercise. Inherent conflicts could be any viz., 𝐀𝐮𝐭𝐨𝐧𝐨𝐦𝐲 𝐯𝐬. 𝐆𝐮𝐢𝐝𝐚𝐧𝐜𝐞: Some value independence others look for support. At times we wish our bosses to guide us and at other times we don’t want him/her to be so nosy. 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐯𝐬. 𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: At times we want to feel like a gig worker and want to work from anywhere and at other times we want security of an office routine. 𝐆𝐫𝐨𝐰𝐭𝐡 𝐯𝐬. 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞: We seek career advancement opportunities but fear the time and energy these require. So, when Mr. Narayan Murthy asks for a 70-hour slog, we feel let down but want to grow similar to him. Then the responses do vary in terms of tenure and life stages. There could be myriad other dichotomies. However much segmented analysis/actionable we do, its not possible to create a culture/work arrangements which accounts for each personal choice. The answers lie somewhere in creating and more importantly articulating and imbibing a strong corporate culture which identifies with the requirements of the life stage of the company. To support it we require a strong EVP (Employee Value Proposition) not merely as a slogan but as something we do in our day to day work life. Something like saying- this is what we (currently) are, and this is what we can offer you and this is the clear path to it ! Else we would end up doing the easiest thing. Celebrate the festivals with fervour and thinking that we have hit our KRA on Employee Engagement. #culture #EVP #EmployeeEngagement

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Here is another great resource from Brian Heger. The template provides a great starting point for any talent strategy program

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Harnessing the Id, Ego, and Superego in Organizational Leadership In psychology, Freud’s model of the #id, #ego, and #superego helps us understand human behavior. Surprisingly, these same concepts can offer valuable insights into organizational dynamics. Like individuals, businesses have primal desires, external realities, and societal expectations shaping their actions. How do these traits manifest in an organization, and how can leaders harness them for success? #TheId: The Primal Drive for Success The id represents the raw, survival instinct. the #relentlessdrive to #thrive and #dominate. In business, this is seen in aggressive #growthstrategies and the ambition to succeed at all costs. In most industries, where competition is fierce, companies often demonstrate their "id" through bold market moves: expanding aggressively and focusing on immediate returns. However, unchecked, this primal drive can lead to negative consequences, including #ethicaloversights and #unsustainablepractices. Leaders must acknowledge and channel this drive without allowing it to overpower long-term vision and values. #TheEgo: Corporate Governance and Stakeholder Management The ego mediates between inner desires and external reality. In organizations, it manifests as #corporategovernance structures and how they balance internal ambitions with external responsibilities. The ego ensures the company navigates its competitive landscape while maintaining strong relationships with #stakeholders, #employees, #customers, #investors, and #regulators. Effective governance helps companies balance growth (the id) with #ethicalPractices (the superego). This might involve balancing expansion with sustainability or managing complex regulatory environments while fostering #innovation. Strong leadership ensures the organization’s ego operates effectively, projecting integrity to the world. #TheSuperego: The Ethical Compass of Business The superego represents the moral and ethical standards that guide behavior. In business, this can be seen in #regulatoryframeworks, #industrystandards, and #societalexpectations. The superego holds organizations #accountable to act responsibly, ensuring their actions align with legal requirements and ethical standards. In sectors, where environmental and social regulations are strict, the superego plays a vital role. Innovation and growth must be balanced by a commitment to #sustainability, #fairlabourpractices, and #corporateresponsibility. A company’s reputation and long-term success rely on aligning its actions with the demands of society. Balancing the Three for Organizational Success For executives, the key challenge is #balancing the id, ego, and superego within their organizations. Focusing too much on growth without proper governance can lead to ethical issues and reputational damage. Conversely, being overly cautious can stifle innovation. The best leaders understand these dynamics and guide their organizations to sustainable success.

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What's your SuperPower? If you don't know how do you find out? In a recent post, I emphasized the importance of knowing and sharing your SuperPowers. (https://lnkd.in/dY2kMqnX) But how do you identify your SuperPowers or Signature Strengths? One effective method is to seek feedback from your leader and team members. They often have valuable insights into your unique capabilities and talents. Additionally, a great way to start developing a language around your strengths is to leverage some of the well-regarded assessments available in the market. I recommend using the VIA Institute on Character Strengths survey or Gallup's CliftonStrengths assessments. These tools provide a structured approach to understanding your core strengths, helping you articulate and harness them more effectively in your professional life. Taking the time to identify and understand your strengths can significantly enhance your personal and professional growth. It empowers you to focus on what you do best and brings greater value to your team and organization. #thehappinesssweetspot #strengths

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To get to a future where equality is no longer a goal but our reality, we need to create an environment where women are empowered to have their own voice — one where merit, talent, and contribution matter more than gender. In my latest article for BW People titled ‘Shattering the Glass Ceiling’, I explore the important role women leaders play in paving the path towards equality and the significance of supportive networks in enabling this progress. Read the article for my take on the concept of a ‘glass ceiling’ and how women today are shattering it to create a more inclusive tomorrow. Click here to read: https://lnkd.in/dnQq84JM #WomenEmpowerment #HRLeaders #Equality #Diversity

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