Dattesh Shah

Really?...... People thinking and behaving together, the same way in the organisation is seen as culture. When I was thinking about cultural message and its impact on the practices in organisations as long term & sustainable practices are sometimes contradicting with each other. Many organisations are promoting certain behaviour which are long term and sustainable to shape a particular way of corporate life or culture. As an example, the behaviour of competition and collaboration both are contradictory in nature. Most often it is seen that many organisations promote competition within the organisation at different levels with equal weightage on collaboration. As a result, there is a cultural confusion, and organisational goals have direct impact on it. While the coexistence of competition and collaboration in an organization can theoretically bring about a balanced and dynamic environment, practical challenges and inherent conflicts can make this balance difficult to achieve. The key issues include misaligned goals, trust issues, resource allocation, employee well-being, and the potential for a toxic culture. There are many other things that can be like this which are contradictory, and leaders pay less attention to it and then it is being blamed on a culture of a particular institution. Speaking to many HR practitioners, leaders, and people at different levels, it is seen that such contradictory messages create cultural confusion. Desire of having best of the both behaviours can't be realistic for a healthy work culture. What’s you experience about it? #culturalconfusion, #competition, #collaboration, #leadership, #workculture, #Behaviour

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Hardik Pandya's performance in the T20 World Cup final provides several imperative lessons that we all can learn from. In the world of sports, criticism and scrutiny are inevitable, especially when performances don't meet expectations. Pandya's journey has taught us the importance of staying resilient in the face of criticism, using it as motivation to improve rather than letting it affect one's confidence or performance negatively. Pandya's story teaches us that circumstances can change, and it's up to us to make the most of the opportunities that come our way. Pandya's belief in himself and his abilities is what made him shine in the World Cup final, teaching us to believe in ourselves even when no one else does. Hardik Pandya's performance in the T20 World Cup final serves as a source of inspiration and learning for athletes. Individuals can strive towards achieving their goals and excelling in their chosen pursuits. #hardikpandya #resilience #teamspirit #temptation

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Over-political correctness in your organization? In the corporate space, political correctness has transformed from a guideline into a CCTV camera. Intended to foster respect and inclusivity, it now creates a minefield where a misstep can trigger a full-scale HR incident. This extreme caution might be stifling the very foundation of open communication. There is a problem! Initially a noble aim, to ensure no one feels marginalized, political correctness, when excessive, can kill workplace culture. It’s like a corporate “Big Brother”, but instead of surveillance cameras, there’s an invisible rulebook on what can and cannot be said. Psychological safety, the freedom to express ideas and take risks without fear of negative repercussions, is crucial for effective teamwork and innovation. But as political correctness tightens its grip, this essential element is becoming scarce—not for lack of ideas, but due to the fear of expressing them. So, what is happening? - Silenced in meetings: Ever felt like you needed to perform a "risk assessment" on your words during meetings, fearing that one wrong phrase could escalate to a disaster? This is the new norm, where even innocuous comments feel rebellious. - The Feedback fiasco: Feedback now feels like everyone is wrapped in bubble wrap. Comments like "You’re doing... fine" serve more as empty reassurances than actionable advice. - Gagged creativity: Creativity thrives on diverse perspectives, but fear of offending has turned brainstorming sessions into nodding agreements, stifling innovation. Brewing resentment: Under the facade of harmony, there's a simmering frustration. We promote diversity in every aspect except thought, leading to a culture where non-conformity feels risky. So, what do we do? Well, no straight answers here. - Setting Clear Boundaries: Define what is genuinely offensive with common-sense boundaries, rather than making every issue a potential controversy. - Promoting Open Dialogue: Establish forums for employees to discuss topics openly, creating a controlled yet free environment for exchange. - Focusing on Intent: Understanding the intent behind words can help prevent minor misunderstandings from becoming major conflicts. - Leadership examples: Leaders should exemplify that it's safe to speak one’s mind by incorporating humor and humility, showing that open communication is welcome. - Regular Check-Ins: Keep tabs on the team's morale. If the stress of meetings surpasses that of Monday morning traffic, it's a signal to recalibrate. :) Political correctness should be a common sense guideline, not a gag order. It is meant to make everyone feel respected and valued, not suppress free expression. #culture #psychologicalsafety

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What is courage? “Courage is not the absence of #fear” Courage is taking action despite fear or #uncertainty, not the lack of those emotions. In the corporate life, few examples of courage are - 1. Taking #Calculated_Risks • A manager might fear failure when proposing a bold, innovative project that challenges the status quo. Despite this fear, they move forward, presenting their case to leadership. Success or failure, their courage lies in prioritizing #innovation over the comfort of routine. 2. Navigating Difficult Conversations • Providing constructive feedback or addressing underperformance in a team can be uncomfortable. For instance, a leader might hesitate to confront a high-performing but toxic team member. Courage is reflected when they have the conversation, prioritizing team #harmony over personal discomfort. 3. Embracing Change • Corporate transformations like mergers, technological overhauls, or role shifts can create fear of the unknown. An employee showing courage would actively participate, learning new skills or adapting, despite internal reservations. 4. Standing Alone • In a meeting, a lone employee might disagree with the majority’s perspective, fearing #judgment or isolation. Courage is shown when they voice their opinion with professionalism, believing in the value of their insight. 5. Dealing with Public Failures • A #leader whose project fails in the public eye might fear loss of credibility. However, acknowledging #mistakes, learning from them, and transparently communicating their plan to move forward exemplifies courage. Courage in #corporate life doesn’t mean an absence of doubt, fear, or discomfort. It means choosing #action, #integrity, and progress despite those #feelings. What you would like to add in this list? Where you show #courage or have #discomfort?

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Unlock the secrets of leadership excellence today! This moment, captured during the "Regulatory Compliances in India 2023" conference, is more than just an award ceremony—it's a testament to commitment, foresight, and strategic brilliance. 🌟 👉 **Key Insights for Aspiring Leaders:** - **Preparation is Key:** Success always looks effortless on stage, but it's the hours of unseen dedication that make the impact. - **Collaborate and Listen:** The strongest leaders are not just commanders; they're collaborators. Communication opens doors! - **Innovate Continuously:** Compliances aren't just about following rules; it's about thinking ahead and innovating within the framework. Whether you're an aspiring corporate mogul or a seasoned entrepreneur, remember that recognition is only part of the journey. It’s your approach, attitude, and resilience that truly define your leadership. 👉 **Connect & Engage:** Dive deeper into leadership strategies and innovations. Follow for more insights and transformational stories! 🔹 #Leadership #BusinessExcellence #InnovationInCompliance #RegulatoryCompliance #WomenInBusiness #CorporateAchievement 🔹 Embrace the challenge, be the inspiration.

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Buddha said, "We are shaped by our thoughts. We become what we think." The mind is so unbelievably powerful in ways we could never imagine.You and I don't need to understand exactly how it works, we just need to take care of our minds and let the magic happen. Our subconscious mind takes orders from our conscious mind. The subconscious mind doesn't ask questions, it doesn't differentiate between empowering thoughts and demoralizing thoughts. It just acts upon thethoughts that we think. All outcomes and experiences in our lives are a direct result of our dominant mental thoughts. What we think, we become because our subconscious minds translate into reality our thought impulses. When we ask ourselves a demoralizing question like "Why does this always happen to me?" our subconscious minds go to work whether we realize it or not. How do you think it responds to a demoralizing questionlike that? You are brilliant; it answers it with a bunch of demoralizing answers. It's just like the computer you are reading. A computer's output is based on its input. When a computer hacker tries tocommit a cyber crime or steal someone's identity, the computer doesn't say it can't do that because that's illegal. It just performs what its user instructed it to do whether it's legal or illegal. Our subconscious minds act the same exact way a computer does. Its output is based on its input whether it's a positive input or a negative input. Its not rocket science, if you want to change your output,you must change its input. The quality of your life is going to depend on the quality of your thoughts. The more empowering questions you ask your subconscious mind, the more empowered you will be. You mustunderstand that the dominate thoughts of your mind will eventually manifest into the real world. Use incredible thoughts to manifest an incredible life. What do you think?

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The 10 Elements of Culture That Matter Most to Employees The MIT Sloan article "10 Things Your Corporate Culture Needs to Get Right" offers insightful strategies for enhancing organizational culture. It emphasizes the importance of leadership alignment, clear values, and employee engagement. The practical examples and research-backed recommendations make it a must-read for leaders aiming to foster a positive and productive workplace. Highly recommended for those looking to understand and implement effective cultural practices within their organizations. https://lnkd.in/d4Urj2Zi

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In today's rapidly evolving business landscape, the need for Organizational Development (OD) and Management Consulting to co-exist has never been more critical for achieving holistic and sustainable performance. OD focuses on enhancing an organization’s internal capabilities through effective change management, culture building, and employee engagement, ensuring that the human and structural aspects of the organization are aligned with its strategic goals. On the other hand, Management Consulting brings external expertise, strategic planning, and process optimization to address complex business challenges and drive growth. Together, they create a powerful synergy where OD fosters a resilient and adaptive organizational culture, while Management Consulting provides the strategic direction and tools necessary for navigating market dynamics. This integrated approach ensures that businesses are not only able to respond to immediate challenges but also build a sustainable foundation for long-term success by balancing internal development with external innovation and efficiency.

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Solution to every problem is the key to success….

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Guided Top-Down Approach In Learning & Development, two common approaches are typically followed: Self-paced learning, where participants access content at their convenience and work through materials independently. Guided learning, where content is delivered on a set schedule with clear objectives and structured guidance. I believe in guided learning. While self-paced learning assumes that participants already have the necessary knowledge and experience, this assumption often falls short. Giving learners time and opportunities for self-paced learning does not always yield optimal results. People generally need direction, support, and clear guidelines to perform at their best. In my recent experience, we focused on developing managers first, rather than starting with base-level training. We organized a series of Management Development Programs (MDPs) for senior managers. During a 4-day MDP, I assigned relevant topics to selected senior managers, aligning them with their daily responsibilities, and asked them to prepare presentations. What I observed was remarkable: managers presented insightful ideas and practical examples. When presenting, their peers listened attentively and shared valuable solutions to practical challenges. This collaborative atmosphere fostered a strong learning culture. As a result, we empowered managers to train their teams, particularly in the initial stages. This top-down approach has led to significant improvements in both employee efficiency and effectiveness. Ultimately, I believe that participants seek quality, quantity, and clear direction from their managers and trainers. What’s your perspective?

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Workplace conflicts are inevitable. Challenge lies in how innovatively and quickly resolve them and provide environment for seamless functioning. https://lnkd.in/dbYCS9Kx Kartik Iyer MBA HR, SPHRi (Views are personal) Covestro #challenging #workplace #workplaceconflicts #environment #workculture #development #learning #management #wellbeing #diversity #inclusion #empathy #talent #skills #Communication #employees #TeamBuilding

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Choice of seats Scene 1 ————— Asst.: Sir, which flight should I book for your business travel? 9 am flight is almost 50% costlier than 6 am flight and your preferred aisle seat is also costing more. Manager: You know I hate early morning flights, book me in a comfortable flight and ensure aisle seat with good legroom. Scene 2 ————— Asst.: Which flight should I book for your personal travel? Manager: Just check from the cost perspective. Asst.: Sir, early morning 3 am flight is cheapest. Manager: Okay, please book. Asst.: Sir, for aisle seat, we need to pay additional Rs. 750. But, no charge for the middle seat. Manager: Okay, let’s go for the free seat. It is only two hours flight, I can manage. ————- Sound familiar! What do you say? #travel #manager #profesional #personal #attitude #enterpreneurship

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🎉 Celebrating a Successful Annual Operational Strategy Meeting at Apitoria! 🎉 We are very proud to announce the successful conclusion of Apitoria’s Annual Operational Strategy Meeting. This crucial gathering allowed us to reflect on our past achievements, evaluate our current operations, and strategize for the future. Our discussions were insightful and action-oriented, focusing on optimizing processes, enhancing customer experiences, and leveraging innovation to drive growth. The team's enthusiasm and commitment were palpable, making it clear that we're all aligned on our mission to excel and innovate. Special thanks to all the departments for their invaluable input and collaboration. Together, we've set ambitious yet achievable goals that will guide our efforts in the upcoming year. Here's to a year of operational excellence and continued success! #OperationalStrategy #TeamLeadership #OperationsManagement #Apitoria #SuccessStory

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🌟 "Be a solutions creator, not an excuses creator" 🌟 In the professional world, real change comes from those who, instead of focusing on obstacles, seek innovative solutions. Being a solutions creator means embracing challenges, learning from them, and turning every problem into an opportunity for growth. It’s a mindset that drives teams, companies, and careers forward, but remember that all of this depends directly on the amount of attitude that you pump into the system! 💼 "Always choose to add value, not excuses". In every situation, ask yourself: how can I contribute to a solution? This perspective not only strengthens individual success but also inspires those around us to do the same. #Leadership #PositiveMindset #ProfessionalGrowth #PersonalDevelopment #SolutionsCreator

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Here, we look at how expertly managed human resources influence the learning curve in your organisation:- How Human Resources Influences the Learning Curve https://bit.ly/3Wu40L8 Rajesh Bihani #HumanResources #learninganddevelopment #EmployeeExperience

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My blog on "Execution Excellence: Bridging the Gap Between Strategy and Results using data and digital" Go through this 2 min read and let me know which Gaps in execution might I have missed. Click Here to read: https://lnkd.in/gkAAiYfw #ExecutionExcellence, #Leadership, #Strategy, #DigitalTransformation

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The Essence of Leadership: A Spotlight on Amitrajit Ghosh and Career Growth Plus International In the dynamic world of business, leadership is a pivotal element that drives the vision and growth of any organization. Career Growth Plus International has emerged as a beacon of excellence, offering comprehensive coaching and development programs tailored for today's leaders and the visionaries of tomorrow. At the heart of this institution's success is Amitrajit Ghosh, a seasoned HR leader with over 25 years of experience. His profound impact on professionals is not merely a result of his extensive experience or his exceptional communication skills; it is his intrinsic desire to uplift and empower professionals that sets him apart as an extraordinary coach. Ghosh's coaching philosophy is deeply rooted in values such as compassion, cultural competence, colloboration and a steadfast commitment to providing equal opportunities for women. His passion for excellence is evident in his approach to leadership development, which he believes is not about holding a title but about embodying a way of life. This philosophy resonates through his literary work, such as 'Mahabharat Management and You,' where he draws parallels between ancient wisdom and modern management practices. His belief that leadership principles can be learned from everyday interactions is a testament to his inclusive and observant teaching style. Ghosh's methods are a blend of traditional and contemporary, quoting not just revered figures but also the unsung heroes we encounter in daily life. Career Growth Plus International, under Ghosh's guidance, is not just shaping leaders; it is redefining leadership itself. It stands as a testament to the fact that with the right mentorship, anyone can ascend to greatness, transcending conventional boundaries and embracing a future where leadership is a collective journey, not a solitary destination. For those aspiring to climb the ladder of success and make a mark in the world of leadership, Amitrajit Ghosh and Career Growth Plus International offer a path not just to grow but to thrive in the ever-evolving landscape of global leadership. # Amitrajit Ghosh Site : www.careergrowthplus.com

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Leaders are like magnets - which attracts and binds people together to build a larger community without any underlined of organizational heirarchy / Boss-Reportee direct benefit relationship. Greatest of leaders are Spiritual Gurus who are able to make a community without any compulsion / direct benefits attached and thus able to drive a massive goal with ease.

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