Anant Gupta

#Mindfulness, for me, is 'being present at the moment', being aware of the happening within us, understanding what it is happening and being able to use our #cognitive abilities. And contrary to popular belief, mindfulness has nothing to do with being in a meditative state or getting into trance etc. Sounds complex? Well not really. As humans, we are blessed with immense cognitive capabilities- so #mindfulness to me is akin to #being #human! However, our brain tuned to look back to its memory and emotion corners for immediate response to situations- that makes cognitive behaviors not the first one to come. The best part is that the brain can be trained to adopt to something very easily, with a little practice. Can organizations promote mindful behaviours? Surely! By creating norms of acceptable and unacceptable behaviors within the organization, recognizing those who display the accepted behaviors consistently, creating work processes that support mindful behaviors, etc. organizations can, very easily, drive mindfulness practices at workplace. Behaviors displayed at workplace sum up to reflect the #organization’s #culture – therefore mindfulness aids in creating the workplace where we all would love to be in. Such ripples reach the stakeholders of the organization as well! Therefore, there is a #businesscase to adopt mindful practices in organizations, right? Do share your views in comments on this... Delighted to participate in the #CHRO #Roundtable on 'The Source Code of Mindful Culture' sometime back. #ThankYou  Kamlesh Dangi Katyayani Krishna Rajeev Bhadauria Mitali Barot Neha Kadam Kalpan Desai Rajiv Das for your mindfully sharing your perspectives on creating #MindfulWorkplaces and #MindfulCulture Sapan Shrimal Gaurav Bakshi Vrinda Makhija Strat-Board Services MEx #Kudos for creating such forums.. may the ripples create the waves of #mindful #change!

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The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Amendment Bill, 2024 is currently at the early stages of the legislative process, and specific timelines for its implementation are still unclear. However, based on the typical process in India’s Parliament, the following steps outline the potential timeline for the amendments: 1. Introduction (February 2, 2024): The Bill was introduced in the Rajya Sabha. After introduction, the Bill is likely referred to a Parliamentary Committee for review and recommendations. This stage can take a few months, depending on the complexity of the changes and the number of stakeholders consulted. 2. Committee Review: The Parliamentary Committee may examine the Bill, invite feedback from stakeholders, and suggest amendments. This process can take 2–6 months, depending on the urgency given by Parliament. 3. Debate and Approval in Rajya Sabha: After the committee’s review, the Bill is debated in the Rajya Sabha. If approved, it moves to the Lok Sabha for consideration. This can take a few weeks to months, depending on the legislative schedule. 4. Lok Sabha Consideration: The Bill is then introduced in the Lok Sabha, where it undergoes debate and potential amendments. If passed without changes, it proceeds to the President for assent. 5. Presidential Assent and Notification: Once both houses of Parliament pass the Bill, it is sent to the President for assent. After receiving assent, the Bill becomes law, but the exact date of enforcement is determined through a government notification. 6. Implementation and Transition Period: Depending on the complexity of the amendments, the government may set a transition period for organizations to comply with the new requirements. Given these stages, the process could take 6–12 months or more, with the law likely coming into force later in 2024 or 2025, depending on parliamentary priorities and stakeholder inputs. Key proposed amendments, I will share in my next post. 🙏

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Is Our Workforce Ready For Now & The Next? What Can Be Our Skilling Strategies To Tackle Unforeseen Challenges? Arun Prakash M Mona Cheriyan Mohit Kumar and I shared our thoughts and experiences on this at the People Matters L&D India 2024 Mumbai Conference few weeks back. We touched upon: 1. Balancing immediate upskilling needs given the tech disruptions in our respective sectors 2. Integrating advanced problem solving & other future critical skills in skilling strategies 3. Creating continuous learning and innovation cultures 4. Focusing on individual learning needs across multi generations and demographies 5. Measuring ROI while ensuring relevance & impact of skilling interventions Intriguing questions and wonderful moderation by Arun Prakash M made our conversation lively and engaging. Mona Cheriyan Mohit Kumar #ThankYou for your insights, I gained a lot from those. #Grateful People Matters Aishwarya Banerjee for the opportunity. #upskilling #talentmanagement #learninganddevelopment #skillingstrategies #techdisruption #futureskills #multigenerations #inclusivelearning #trainingeffectiveness #roi

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Delivered Keynote Speech at HR Technology and People Analytics Summit. Sharing key thoughts on topic - "Revolutionalising HR: Digital Transformation for Modern Workforce." Thanks Inventicon Business Intelligence Pvt. Ltd. Presented a concept of MOSAIC experience painted by M - Mobile, O - Omnichannel, S - Social, A - Analytics, I - Intelligence (AI) & C - Cloud. Presented thoughts on defining modern workforce, their priorities and driving employee experience through integrated systems, fueled by analytics and powered by AI. #ModernWorkforce #DigitalTransformation #ChangeManagement

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Aparajita Woman and Child Bill ; (West Bengal Criminal Laws and Amendment) 2024: 1. Death Penalty: Introduces the death penalty for rape leading to the victim's death or permanent vegetative state. 2. Life Imprisonment: Provides life imprisonment without the possibility of parole for severe sexual offenses. 3. Dedicated to Victim: The bill is dedicated to a trainee doctor who was tragically raped and murdered, sparking its creation. 4. Amendment of Central Laws: The bill amends existing central laws to close legal gaps in the fight against sexual crimes.

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I am surprised at this article. All organizations having 10 or more employees need to form an Internal Committee (IC) at the workplace. The IC handles complaints of sexual harassment received by it. It has the powers of a Civil Court in summoning attendance of parties including production of documents. The complaints are handled as per the provisions of Sexual Harassment of Women at the workplace( Prevention, Prohibition and Redressal) Act 2013 also known as the POSH Act 2013. In the 5 complaints mentioned in the article, there is not even a whisper of the POSH Act being followed in handling the complaints of sexual harassment. HR is mentioned but there is no mention whether or not HR forwarded the complaint to the IC. It is well known that if the law prescribes that something has to be handled in a specific manner, it has to only be handled in that manner and no other manner. https://lnkd.in/dbRB4m6N #poshact #sexualharassment

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Kudos Swati Asknani for the splendid start of the stint, with highlights of ownership and value add to the role. Your maturity in ensuring talent management and employee engagement is commendable. Let's take the teamwork to the next level to achieve greater heights in the HR practices. #ownership #talentmanagement #employeeengagement #teamwork Monica A.

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Shiv Shivakumar's masterful ability to set context truly elevated the SHRM India's #SHRMIAC24 Delhi conference. It was a highlight for me, and here's why: Context is more than just background information; it's the key to unlocking true understanding. Without it, interpretations become a free-for-all, and the audience walk away with vastly different takeaways. Think of it like this: a powerful story loses its impact if you don't know the setting, the characters' motivations, or the stakes involved. Shiv excels at painting this vivid backdrop for the conference insights, he weaves a compelling narrative that resonates with the audience. He masterfully connects his message to the current realities of the business world, societal trends, and technological advancements. He doesn't shy away from addressing the anxieties and concerns we all share, like job security in the age of AI or the challenges of a multigenerational workforce. His brilliance lies in making us feel like we're all in this together, navigating the complexities of the future of work with a shared understanding and purpose. This is what sets him apart and makes him such a compelling speaker. Inspired by Shiv's powerful context setting at #SHRMIAC24, let's rethink the future of work. He captivated the audience, stressing the need for agility in today's rapidly evolving business landscape. With companies' lifespans shrinking drastically, we must embrace transformation and adapt to survive, especially with Gen AI driving efficiency. Shiv highlighted the growing mountain of cynicism in the workplace, fueled by factors like employee loneliness, job insecurity, and the pressures of a multigenerational workforce. He urged leaders to foster hope, resilience, and meaningful connections within their teams. ➡ Agility is key: Size without agility is a recipe for disaster in today's rapidly changing world. ➡Transformation is a shared responsibility: Every manager should take initiative to drive change and create value. ➡ Embrace Gen AI: Leverage its power to enhance efficiency and adapt to the evolving landscape. ➡Cultivate hope: Actively transform workplace cynicism into hope through daily actions. ➡ Foster genuine connections: Prioritize building strong workplace relationships to combat loneliness and boost engagement. Let's move from a mountain of cynicism to a mountain of hope, together!! #SHRMIAC24 #futureofwork #leadership #employeeengagement #AI #luminarylearningsolutions  Achal Khanna Nishith Upadhyaya

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Chapter 2 : PROJECT SIKSHA( शिक्षा ) : Transforming Underperformers into Pillars of Success. Underperformance can stem from a myriad of challenges, including skill deficiencies, emotional turmoil, or financial stressors. With a laser-focused commitment, we aim to nurture each individual's emotional and psychological well-being through compassionate counseling and unwavering support from our dedicated HR team throughout the entire month. We reignite the spark of excellence, consistently reminding our team of their latent potential and capability. Our seasoned Trainers are at the forefront of skill development, ensuring mastery in products, processes, and competitive strategies. United, we forge an unstoppable force, synchronizing teamwork to the rhythm of progress. This initiative results in skill enhancement of individuals, Upliftment of Emotional / Psychological thoughtfulness which finally results in boost of Confidence and enforces it to Great Performance — a win for all levels ( Individual as well as Organization ). Individual by Performing More simultaneously earning more Organization by Individuals' Performance Enhancement / Upliftment Don't you think it will be great ? WHAT SAY ? #BHARAT #knowledge #HR #MSME #SME #Automotive #Auto #4wheelers 🚗 #2wheelers 🛵 #Appriciation #JBGO

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𝙏𝙧𝙞𝙜𝙜𝙚𝙧 𝙒𝙖𝙧𝙣𝙞𝙣𝙜: 𝙏𝙝𝙞𝙨 𝙥𝙤𝙨𝙩 𝙙𝙞𝙨𝙘𝙪𝙨𝙨𝙚𝙨 𝙨𝙪𝙞𝙘𝙞𝙙𝙚 𝙖𝙣𝙙 𝙬𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚 𝙨𝙩𝙧𝙚𝙨𝙨. 𝙄𝙛 𝙮𝙤𝙪 𝙤𝙧 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙮𝙤𝙪 𝙠𝙣𝙤𝙬 𝙞𝙨 𝙨𝙩𝙧𝙪𝙜𝙜𝙡𝙞𝙣𝙜, 𝙥𝙡𝙚𝙖𝙨𝙚 𝙨𝙚𝙚𝙠 𝙨𝙪𝙥𝙥𝙤𝙧𝙩. Another life lost. 42-year-old Tarun Saxena took his life after enduring severe work pressure and mental distress for 45 sleepless days. His tragic death serves as a stark reminder of the harsh reality many employees face—pressure to meet unrealistic targets under toxic workplace conditions. Workplace stress is not just a side effect of ambition, it’s becoming a killer. This is not the first, nor sadly will it be the last, if we don’t change how we treat our people. I’m deeply disturbed by how easily some organizations push employees to the brink, all in the name of “productivity.” Where is the humanity in that? Too often, incompetent leaders push people to their limits instead of guiding them. Targets become more important than the well-being of the individuals working tirelessly to achieve them. This is a systemic failure that HR, leaders, and organizations at large need to address immediately. HR, the supposed guardian of culture, is frequently reduced to nothing more than paper-pushers. Culture, leadership, and well-being have become words that we say but don’t act upon. We need to shift the conversation from “meeting targets at all costs” to achieving those targets humanely. How? By implementing compassionate leadership, setting realistic goals, and most importantly, creating an environment where employees feel psychologically safe. It’s time to stop glamorizing burnout. Success should never come at the cost of someone’s mental and physical health. Leaders, this is your wake-up call. You are responsible for the well-being of your teams. It’s your duty to eliminate toxic workplace practices and focus on creating psychological safety. When employees are healthy, they are productive. It’s not rocket science. Begin by • Start normalizing conversations around mental health. • Train managers to lead with empathy, not fear. • Foster a culture of feedback, where employees can speak up without fear of retribution. To anyone suffering from extreme workplace stress: 𝙉𝙚𝙫𝙚𝙧 𝙩𝙤𝙡𝙚𝙧𝙖𝙩𝙚 𝙝𝙖𝙧𝙖𝙨𝙨𝙢𝙚𝙣𝙩 𝙤𝙧 𝙞𝙣𝙝𝙪𝙢𝙖𝙣𝙚 𝙩𝙧𝙚𝙖𝙩𝙢𝙚𝙣𝙩, and 𝙧𝙚𝙢𝙚𝙢𝙗𝙚𝙧—𝙚𝙣𝙙𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙡𝙞𝙛𝙚 𝙞𝙨 𝙣𝙤𝙩 𝙩𝙝𝙚 𝙨𝙤𝙡𝙪𝙩𝙞𝙤𝙣. The aftermath of such a decision leaves your loved ones in a limbo of pain, while those responsible for toxic behaviors go unchallenged. By taking that step, you allow workplace bullies to get away with their actions. 𝙎𝙩𝙖𝙣𝙙 𝙪𝙥 𝙩𝙤 𝙝𝙖𝙧𝙖𝙨𝙨𝙢𝙚𝙣𝙩, 𝙨𝙚𝙚𝙠 𝙨𝙪𝙥𝙥𝙤𝙧𝙩, 𝙖𝙣𝙙 𝙛𝙞𝙜𝙝𝙩 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙬𝙚𝙡𝙡-𝙗𝙚𝙞𝙣𝙜.Your life is far more valuable than any job. https://shorturl.at/jGgaH #MentalHealthMatters #WorkplaceStress #Leadership #PsychologicalSafety #WellBeingAtWork #WorkplaceCulture

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**Leadership Lessons from India's Dominant Victory:** India's 135-run win over South Africa in the 4th T20I offers valuable leadership insights for the corporate world: 1. **Trust in New Talent**: Just like Tilak Varma and Abhishek Sharma were given opportunities to shine, leaders should trust and empower young talent, fostering growth and innovation. 2. **Teamwork & Collaboration**: Success comes from a unified effort—clear roles, complementary skills, and working towards shared goals are key. 3. **Goal Setting & Focus on KPIs**: India set clear goals, from aggressive batting to strong bowling. In business, define your Key Result Areas (KRAs) and align the team toward measurable targets. 4. **Confidence & Risk Management**: Take calculated risks, like India’s aggressive approach, and build confidence in your team to execute bold ideas. 5. **Culture of Growth & Opportunity**: Foster a culture that values growth, continuous learning, and skill utilization. When the team is aligned with a shared vision, exceptional results follow. Leadership isn't just about individual brilliance; it's about creating the right environment for collective success. #Leadership #Teamwork #Trust #RiskManagement #CorporateCulture #GoalSetting #Growth

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Does #MindfulCulture seem a utopian concept? You should have listened to: - Katyayani Krishna’s initiatives on making #MindfulMeetings a reality and bringing Mindfulness to the leadership team. - Sanjeeb Lahiri sharing about the interesting practice to curb impulsive reactions during the #meetings. - Kamlesh Dangi’s idea of identifying 15-behaviours for #Mindful responses; and keeping purpose in sight when setting the direction. - Rajeev Bhadauria sharing multiple insights on Mindful behaviours and making communication and ecosystem as the core drivers of Mindful Culture. - Kalpan Desai sharing anecdotes on Mindful ways of leading and his vision to take Mindful Culture beyond workplaces. - Mitali Barot’s thoughts on policies as enablers and Neha Kadam’s perspectives on building situational guidelines. - Rajiv Das’s way of taking involvement from 5-minutes to 40 minutes. Building a Mindful Culture seems much more practical and a very exciting endeavour now. Inviting you to share your best practices and be part of the 'Mindful Culture Cohort'. See you in the next edition of ‘The Source Code of Mindful Culture’. MEx | Strat-Board Services | Frob - Friends of Books | Gaurav Bakshi | Mohit Gupta | Aarthi Lakshmi | Vrinda Makhija | Ridhima Kaul

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"What do you believe is the most important factor in building a high-performance culture within an organization? Share your thoughts in the comments below! #CultureBuilding #Engagement" HR FEDERATION OF INDIA (HRFI) HR Heads AIHR | Academy to Innovate HR NHRDN Delhi & NCR Chapter NHRD Chennai Chapter NHRDN KOLKATA CHAPTER

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Compensation gap between CEO & median employee widens in India Inc from pre-pandemic years, finds ET study https://lnkd.in/gExRPQ5A Download Economic Times App to stay updated with Business News - https://lnkd.in/gdAWNrg In my thought Business vision should be to improve the life of people working in organization and country . To achieve this vision there should be clear mission and goals which are not easy to achieve and requires continuous improvement! But when we work towards that we will be always at par excellence.

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"Ageism is one of the most overlooked unconscious biases made at the workplace across levels" Viswanath Ps (He / Him) rightly points out the significance of addressing this critical issue which often goes unnoticed In my view, combining the experience of older employees with the fresh perspectives of younger team members is key to fostering a strong and balanced team dynamic, particularly in family-owned businesses transitioning between generations. Ensuring a harmonious blend of diverse energies and perspectives lays a solid foundation for long-term success. Owners play a pivotal role in setting the tone for inclusivity and embracing varied outlooks within their teams. Check out this insightful article shedding light on the prevalence of ageism in the workplace: https://lnkd.in/dMCpdKXY #rntconsultancy #happy2burhr #hroutsourcing #founders #sme

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With so much of emphasis on mental health and conferences across the globe, the mental wellness seems to have taken a centre stage to driving productivity. And, this calls for the addition of a new feather to the hat, in the role of HR - Chief Wellness Officer? All HRs and organizations seem to be taking it seriously with measures to improve mental wellbeing, but are we really making progress? Measuring what matters? • Employee Surveys: Regular pulse checks on stress, work-life balance, and overall satisfaction. • Absenteeism/Presenteeism Rates: Are people taking too many or too few sick days? • Engagement Metrics: Monitor involvement in wellness programs, participation in mindfulness sessions, or usage of mental health resources. • Turnover Rates: Increased mental health support = lower turnover. • Burnout Indicators: Look for signs of exhaustion, reduced focus, or emotional withdrawal. Thoughts? What do you think are some metrics that can provide us with inputs on the movement of the needle? How do we measure success and ensure employees are investing sufficiently in self care? Let’s hear it. Abhijit Bhaduri, Achyut Menon "AK", Sarang Brahme, Dakshdeep Singh, Himanshu Patni, Nithya Chandar, Rutvij Shah, Oswin David, Koustubh Dutta , RAJESH POPLI , Rutvij Shah Clive Rodrigues , SHRM India #mentalwellness #MeasureWhatMatters #HRLife

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#PwD shining and HOW !!! Kudos to India's Para World Champions, shining bright! Well done and congratulations, India! Let's take #inclusivity to the next level! As we celebrate our differently abled sports champions, let's also empower #personswithdisabilities in the corporate world to climb the career ladder! Inclusive success is true success! Let’s connect to create a better workplace for all ! #pwd #diversityandinclusion #pwdjobs #diversityhiring #connectingdots in #diversity Dharmesh Thakkar

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#allinadayswork Very impressed by the fabulous work being done by Cummins India for its upcoming women leaders in its ISCM. The annual #WISCON event was power-packed with learning, leadership and engagement. It was also a delight to be in conversation with the very very inspiring Zainab Patel, the DEI Leader at Cummins. (Thank you Tanvi Gunbharit for reaching out) While I shared some snippets from my career, it was also a privilege to showcase the all-women's Harrier and Safari line at Tata Motors and our learnings from the journey. The key points discussed: 1. Women at the workplace need to acknowledge and celebrate their own journeys and milestones. (The underplaying of one's worth must stop) 2. We need to champion the changes that we need systemically and culturally, with men as allies. (There is no rescue mission) 3. Women must erase the myth that they can't collaborate with other women, and actively mentor, support and cheer other women (hello, yes?!) 4. We need to nurture a sense of boldness and get out of our comfort zone, to experiment, to challenge ourselves and to break stereotypes. (Amen) 5. Organizations and senior leaders have a huge role to play so that gender inclusion is not restricted to just hiring statistics, but a culture of growth is also fostered. (Getting future-ready) Needless to say, through our preparatory calls and mails, it was difficult to craft the discussion to touch on relevant points, and yet get in depth. So hopefully, we managed to spark leadership and provoke action, on a culture of collaboration and leadership. I must also add here that Cummins is leading the DEI journey globally with fantastic ownership and there is just so much to learn. #jenniferrumsey #shvetaarya #anjalipandey . . . #aglinks #womenleadership #leadershipdevelopment #powerofcommunity #dei #deib #dni #diversity #inclusion #equity #womenempowerment

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