Dr. C. Jayakumar

I have experienced, and I am sure many of you too must have experienced the importance of a leader looking within, in times of ambiguity or professional dilemmas. #Selfreflection surely enables leaders to access their values, strengths, and past experiences, which brings in thought clarity. This inner compass helps navigate uncertainties with authenticity and confidence. Understanding motivations and biases allows leaders to respond to challenges thoughtfully, maintain integrity, and inspire trust and stability within their teams.

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VUCA WORLD: In the current scenario every organisation & Professionals are in the VUCA world: V - Volatility U- Uncertainty C- Complexity A- Ambiguity To overcome these concerns one must follow 1. Volatility should follow with Vision ( Show how your Role contributes to the Company’s/ individual future.) 2. Uncertainty should follow with Understanding ( Be open about what you know & what you don’t know) 3.Compkexity should follow with Clarity ( Breakdown big challenges into manageable actions) 4. Ambiguity should follow with Adaptability ( Equip your team to switch gears as needed) These are the Mantras to face this VUCA world. All the Best

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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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Leadership Development in Uncertain Times. 25 April 2024. Thanks. LSE Alumni Association London Indo British Scholars' Association Link:- https://lnkd.in/d9st_B_P #LeadershipDevelopment #LeadershipSkills #LeadershipTraining #GrowYourLeadership #EffectiveLeadership #LeadWithPurpose #LeadershipCoaching #LeadershipJourney #EmpowerLeaders #LeadershipMindset #DevelopingLeaders #InspireLeadership #FutureLeaders

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Good to Great Jim Collins' book "Good to Great" provides a framework for companies to transition from good to great. 1. Level 5 Leadership*: Leaders with humility, will, and a relentless drive for excellence. Example: Tata Group's Ratan Tata 2. First Who, Then What*: Hire the right people before defining the company's vision. Example: Infosys' Narayana Murty and Nandan Nilekani 3. Confront the Brutal Facts*: Face reality, no matter how harsh. Example: ICICI Bank's K.V. Kamath, who transformed the bank during a crisis 4. The Hedgehog Concept*: Focus on a single, defining idea. Example: HUL's (Hindustan Unilever) focus on FMCG (Fast-Moving Consumer Goods) 5. Culture of Discipline*: Create a culture of self-discipline and accountability. Example: L&T's (Larsen & Toubro) emphasis on core values and discipline 6. Technology Accelerators*: Leverage technology to accelerate growth. Example: HDFC Bank's investment in digital banking 7. Flywheel Effect*: Build momentum through consistent effort and progress. Example: Reliance Industries' diversification and growth 8. Stop Doing*: Eliminate non-essential activities to focus on what's truly important. Example: ITC's (Indian Tobacco Company) diversification into new businesses 9. Build for the Long Term*: Prioritize long-term sustainability over short-term gains. Example: Mahindra Group's focus on sustainable growth 10. Continuous Improvement*: Encourage a culture of continuous learning and improvement. Example: Wipro's emphasis on innovation and R&D Summary: Indian companies like Tata Group, Infosys, ICICI Bank, HUL, L&T, HDFC Bank, Reliance Industries, ITC, Mahindra Group, and Wipro have demonstrated these principles, transforming themselves from good to great. They've focused on leadership, people, discipline, innovation, and long-term sustainability, leading to remarkable success and growth.

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How many reportees can one effectively manage? Balancing efficiency and effectiveness hinges on the optimal span of control—the number of employees reporting directly to a manager. While traditional models limited managers to 6-10 direct reports, today's leaner organizations often see managers supervising 15-20+ employees, averaging 19. Factors like workforce mobility, advanced communication technologies, and flatter structures enable this shift, challenging Lyndall Urwick's classic theory of an 8-report maximum. Experts now recommend capping spans at 15-20 to ensure effective coaching and oversight, with the ideal typically around 10 or fewer direct reports. Tailoring this span to your specific business needs is crucial for maximizing productivity. Before expanding a manager’s span, audit actual bandwidth and streamline workflows to prevent overtaxing. What has been your organization's ideal span of control? Share your real-world best practices! #organizationdesign #manager

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Alok Sheopurkar, PCC presented a case study on Human Capital Management at the Mumbai HR Summit 2024 held on May 25, 2024, in Mumbai. He gave glimpses of CSR initiatives and how they add value to people and businesses. #MHRS2024, #Mumbai, #HR, #Summit, #HCM, #FutureHCM, #people #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Casestudy, Arun Chitlangia, Gautam Chatterji

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Envisioning a net zero value chain. Mr George Menezes, Advisor - Godrej & Boyce Mfg. Co. Ltd. In his opening remarks shared the need for technological innovation and cultural change to bring about real environmental sustainability at the industry. Mr Arunkumar Jayaraman, President - Operations, Rialto Enterprises talked about Decarbonizing products, processes, and value chains in their toothbrush manufacturing processes. Rialto focuses on value chain participation by curating plan for internal systems and for including supplier education and shared successful case studies from supplier at Rialto. He highlighted the structured methodology that has helped them streamline their operations and link the different sustainability. #GreenCo #GreenCoSummit #EnvironmentalSustainability #ESG #NetZero #Chennai #renewableenergy #biodiversity #recycling #ecocompanies #greentechnology

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Talking about Career Shifts with Gopal A Iyer Gopal is a powerhouse with 20+ years of experience in the HR domain. Recently, he shifted gears and took on the role of COO at a consulting firm. We spoke at length about the need for professionals to explore more career opportunities than the path they have always followed. We both agreed that entrepreneurship is a path that more and more people should consider taking. There's clearly a slow down in hiring in most knowledge sectors, owing to multiple reasons, including - elections in India and US, global economic uncertainty, advent of AI and much more. I showed him how we help organizations to improve employee engagement by leveraging on the power of corporate gifts and merch. He recently started a podcast called Career Shifts and interviewed Prabir Jha on his first episode. Gopal - big thanks for visiting our OffiNeeds.com operations centre. I loved showing you around and learnt a lot from our conversation. It's always exciting to meet a LinkedIn connect whom you admire a lot, in-person. Did you meet up with a LinkedIn connect recently? Tag that person and let me know how your experience was... #networking #employeeengagement #brandbuilding #corporategifts

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Today on #GuruPurnimaDiwas, I want to express my gratitude to the #Youth, my greatest teachers. Safety, to me, is more about behavior science than anything else. As human needs evolve, so do design, processes, methods, and tools. The definition and threshold of risk are constantly shifting with the rapid adoption of new technologies. I dedicate a significant amount of time building connections with the younger generation. Understanding their perspective, needs, and challenges is crucial to staying relevant and fostering meaningful solutions. Today’s youth is distinct; they question, challenge, and seek innovative and attractive solutions. Adapting to the generational shifts requires learning from those we serve. The youth of today, with their fresh insights and perspectives, are my true Gurus. Embracing their wisdom and understanding their behaviors is key to navigating the evolving landscape successfully 🙏 #Gratitude #LearningFromYouth #SafetyProfessionals #HSEprofessionals #EHScommunity #

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https://bit.ly/3SIqI1g Decision Making for Leadership - Change Gears 1053rd Edition #Ezine #Changegears #Seechange #Seechangeprakash #Seechangeonline #CorporateSagePrakash #Leadership #FBA

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Evolution of the #CHRO role in India is an insightful article. Of the trends highlighted in the article, two stand out and make me curious. Firstly, the rise of female CHROs is encouraging, but what is the underlying factor? Is it merit-based hiring or positions set out for women only? Additionally, we should deep dive into the impact of this trend on business performance. The quote, "CEOs and boards expect CHROs to be their proactive and strategic advisors, bringing a 'business ownership' mindset as opposed to focusing only on the HR agenda," should be a wake-up call for all #HumanCapital professionals. Another valuable insight is the underrepresentation of CHROs on #boards. The strategic value of Human Capital professionals goes beyond hiring and retention and is an untapped potential. I hope several people read this article and give CHROs a chance. 😀 #breaktheglassceiling Thank you, Atul and Sachi, for your astute viewpoint.

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The powerful story of a friend/colleague returning to work despite ongoing illness shines a light on #resilience and #determination. Her journey, filled with courage, showcases qualities like motivation, determination, and unwavering strength. This news resonates deeply, reigniting a sense of #gratitude and emphasizing the beauty and goodness in life. The Deepavali celebration added an extra layer of fulfillment, enhancing this gratitude and appreciation. Such moments underscore the significance of unity, resilience, and embracing the blessings in our lives. Let her journey inspire us to support one another with compassion and positivity, embodying values of empathy and strength as we navigate life's challenges together. #Gratitude #Strength #Empathy #Resilience #NovemberJourney.

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"11% - The possible premium on top-line productivity by activating the growth combination of data, tech and people." (Source: Accenture: Driving growth through talent and technology) Organizations are transforming or are being expected to transform at an unprecedented pace. There is much effort on leveraging technology and data to propel this transformation on the one hand, and the focus on talent on the other. However, where do the technology and talent intersect is the question we look to pore over during the upcoming roundtable. Am excited to be a part of the roundtable to create an open space for collective learning through sharing of best practices, challenges, experiences et al by leaders at the helm of their organizations as they lead growth through deep transformation. Zia N Sawhney Nandini Chaudhry Madhulika Makar Lata Singh Roshini Bahal - Director at Shradha HRD Sumit Chadha Praveen Chandola Amit Malik Rupesh Tripathi #iwn @ CII-IWN

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🌟 Unlocking the Future: Digitalization, AI & ML in India's IT/ITES Sector! 🌟 I invite HR professionals, industry leaders, and tech enthusiasts to participate in an important research study: "The Impact of AI, ML & RPA on Organizational Development, Change Management, and Strategic HRM in the ITeS Sector." Your insights are essential for understanding how technology is transforming HR and change management processes. 📢 How You Can Help: Participate in the survey 👉 Take the survey here: https://lnkd.in/gE6XfeN7 § PS : No questions on salary or financial data collection in this survey. ✓ Share this post and survey link with your network to maximize participation and sample population / size upto 200+ participants. ✓ Contribute your insights in the comments ✓ I shall connect with you for more research insights and follow-up interview on selection optional questions in the survey. What’s in it for you? 1. Free coaching and mentoring for SHRM certification aspirants 2. A complimentary eBook and article on AI & ML's impact in HR 3. Access to exclusive SHRM CP/SCP prep resources 4. Guaranteed confidentiality and data privacy 5. An executive summary of findings with actionable insights § Why focus on the IT/ITES sector? The IT/ITES sector is a key driver of India’s economy, contributing 7.4% to GDP and projected to reach $254 billion by 2024! 🚀 § Reasons for its success: 1. Job Creation: 5.1 million jobs now, expected to grow to 9.5 million by 2026. 2. Global Leadership: India remains the #1 destination for IT outsourcing. 3. Government Support: Initiatives for skill development, R&D investment, cybersecurity measures, startup support, and talent pool development. 4. Skilled talent availability and English language. 5. NASSCOM also plays a crucial role by setting national skill standards, providing training resources, and advocating for policies that foster innovation. 💡 Exciting IT/ITES Services: BPO & KPO, EDI, CAD, and Digital Marketing. ✓ Despite global challenges, the future of the IT/ITES sector looks bright as we continue to innovate and adapt. ✓ Let’s work together to explore the intersection of technology and HR practices. Your participation will shape the future of India’s IT/ITES landscape. Thank you for your support! 🙏 #AI #ML #DigitalTransformation #StrategicHRM #ChangeManagement #ITES #FutureOfWork #Leadership #Survey #Innovation #NASSCOM

Transformative role of #ExecutiveCoaching for fostering #GenderEquity in the #Organizations. https://lnkd.in/dcfVPQf5 What are your thoughts on this? #ICF #internationalcoachingweek #coachingweek #coaching #coaches #coach #leadershipcoaching

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Good Companies v Great Companies The distinction between good companies and great companies lies in their ability to consistently outperform their peers, create lasting value, and have a transformative impact on their industries and the broader society. Here are five examples of great companies in India: 1. Tata Group: - A conglomerate with a diverse portfolio, including Tata Consultancy Services, Tata Steel, Tata Motors, and Tata Chemicals. - Known for its strong ethical principles, commitment to sustainable development, and contributions to nation-building. - Has a long history of innovation, diversification, and successful acquisitions (e.g., Jaguar Land Rover). 2. Reliance Industries: - India's largest private sector company and one of the most valuable companies in the country. - Led by Mukesh Ambani, it has successfully diversified from its core petrochemicals business into telecommunications, retail, and new energy. - Renowned for its ability to identify and capitalize on emerging trends, such as the rise of the digital economy. 3. Infosys: - A pioneering information technology and consulting company that has played a significant role in the growth of India's IT industry. - Known for its focus on innovation, talent development, and corporate governance. - Has successfully navigated through industry disruptions and maintained its position as a global leader in the IT services sector. 4. Hindustan Unilever: - The Indian subsidiary of the multinational consumer goods company Unilever. - Has a strong portfolio of well-known brands, such as Lifebuoy, Dove, Surf Excel, and Brooke Bond. - Recognized for its marketing expertise, brand-building capabilities, and commitment to sustainable business practices. 5. HDFC Bank: - One of the largest and most respected private sector banks in India. - Known for its robust risk management practices, innovative digital banking solutions, and consistent financial performance. - Has played a crucial role in the expansion of the Indian banking sector and the financial inclusion of underserved communities. These companies have consistently demonstrated their ability to adapt to changing market conditions, innovate, and create lasting value for their shareholders, customers, and the broader community. Their success can be attributed to a combination of strong leadership, strategic vision, operational excellence, and a commitment to corporate social responsibility.

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Facilitation Tips - 1 The self awareness process has two pillars - one which comes from reflection and the other from feedback. Where a facilitator works with these two pillars, he/she will be able to further the learning. #60bits #60bitsconsulting #facilitation #facilitator #processfacilitation #learning #workshop #training #leadershipdevelopment

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Along with my colleague Bhaskar Das, I facilitated a client workshop with their top team. The HR head is a keen OD practitioner as well, and was (as per his note) learning from us along the way. Facilitation skills are learnt over time and each of us need to develop our own style. But some core concepts are useful to remember. At Think Talent Services, we tend to use some principles in facilitation, as in much of our Talent Management work. 1. The Carl Roger's philosophy : Help the helpee help themselves. (Our translation: Any individual or team must set their own agenda and actions, and work through the path themselves, with some nudges and insights from facilitators) 2. The Flow Model : Happiness comes from a deep immersion in one's work and challenges, and should be in the zone of stretch capability. (Our translation: The individual's or team's capability is a key ingredient in the equation of optimal performance, and must be examined with an clinical eye of external facilitators. There is no point in taking any team down a garden path) 3. The facilitator must first think of the client and the effectiveness/outcome of their work than creating an impression of goodness only. (Our translation: Sometimes facilitators can get caught in their own worldview, survival needs and the need to be appreciated as a facilitator, and can lose the larger purpose) We work with many clients and have a pool of great facilitators who work as part of our extended team. They all have their own styles, akin to leadership. There is no one facilitation style, one has to learn to develop one's own style and be comfortable with it. Not all those who come across you as a facilitator will 'like' that style, and many will love it, and find it useful. So choosing one's own path as a facilitator and coach is key to effectiveness. Here is a video about different styles of "orchestrating". This is one of my favourites and has helped me learn a lot in working with teams, as a leader, and as a facilitator. #facilitation #leadership #topteams Saurav R Mohanty Supreet Malhotra Rustom Vesavevala Shivin Tikoo Bhaskar Das Joe Chacko https://lnkd.in/gK3iq9Wm

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