George Varghese Madathilathu

At the recently concluded #SHRMIAC24 #Delhi, organised by SHRM India, where I was truly inspired by the panel discussion on "Mindset Matters, But ‘Heartset Leads’ - Evolving Leadership for an Exemplary EX." The panelists, Dinusha Jayamanne, Bhanu Sharma, and Karuna Vempala and expertly moderated by Nitya Vijaykumar, delivered a powerful message about the future of leadership. This discussion resonated deeply with me, particularly its emphasis on vulnerability, empathy, and truly understanding our teams. It's not enough to simply acknowledge employees as our biggest asset; we need to demonstrate genuine care and recognize their humanity. 3 Key Takeaways: 🧠Vulnerability is Strength: Leaders who show vulnerability create a safe space for their teams to do the same, fostering trust and authenticity. 🧠Empathy is Key: Understanding and responding to the emotions of our employees is crucial for building strong relationships and a positive work environment. 🧠Actions Speak Louder: We need to go beyond words and demonstrate care through our actions, creating a culture where employees feel valued and supported. Thank you to the panelists and moderator for this insightful session! It's time for leaders to embrace their heartset and lead with empathy and vulnerability. #leadership #vulnerability #empathy #SHRMIndia #SHRM Luminary Learning Solutions #GrowingLeaders

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Recently, while having a quick chat with my CEO Vibhav Agarwal, he mentioned this book - The Courage to Be Disliked by Fumitake Koga and Ichiro Kishimi prompting me to revisit it and wow—what an eye-opener, again! Revisiting this at this stage of my life has given me a deeper understanding of the concepts of personal freedom and relational dynamics. Reflecting on this thought-provoking book, here are my key takeaways: • Self-Acceptance Over Approval: It challenges the need for external validation, encouraging self-acceptance and personal growth. • ⁠Courage to Be Unpopular: True freedom lies in the courage to stand by our values, even if it means facing criticism. • ⁠The Power of Perception: Adlerian philosophy teaches us that changing our perspective can transform our lives. • ⁠Building Authentic Relationships: Focus on genuine connections rather than societal expectations. #PersonalGrowth #MindsetShift #BookReview #CourageToBeDisliked #AdlerianPsychology #SelfAcceptance #Leadership

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Dear HR Community. Hearing 8.33% seems unreasonable😐 or not interesting😏 to Few or to the Most. Take a look at Few figures mentioned below this might change perspective of some or even ONE would be a good start... ✌🏼 ***Copied 👇🏽 *** TA teams in India: 🐅 Are you feeling lucky today? Here’s a bunch of jobs to fill. Plenty of talent around. Just get the one we actually interviewed and hired to show up on day 1 and yes, but don't forget to add the description for other countries mentioned below as well 😁 & you can have a placement fee of 8.33%. TA teams in Indonesia: 📢 Plenty of talent available. Find me someone who can fit within the team and the culture we have, with reasonable core skills, and you can have a fee of 20%. TA teams in Australia: 🌏 Talent is getting harder to find. Find me someone who is a good skills match and isn’t 30% over budget, and you can have a placement fee of 15 to 18%. TA teams in Japan: 🗾 Your network is your net worth. Here are more jobs than you can handle. Find me people who fit our culture and are actually willing to accept our offer. Do that and you can have a placement fee of 40%. TA teams in Singapore: 🦁 Don’t give up. Find me someone who doesn’t need a visa, or can pass the COMPAS framework, isn’t asking for more than a 12% bump in salary, has the right skills, is the right culture fit, will work beyond office hours as need be, has two solid references, and doesn’t switch jobs more than once in three years. Do that and you can have a placement fee of 15 to 20%. Before reaching on conclusion Kindly read, here not comparing the countries but the process or TA. You all might not agree with me, but I am grateful that you at least read my post. Please Share your opinions........ #TA #HR #HRcommunity #Talentacquisition #Humanresources

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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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I thoroughly enjoyed discussing recruitment strategies, tools, and culture-building with Gaurangi S . Tune in to explore our conversation, starting with the first question, where we discuss the changing landscape of recruitment over the past decade. We'll explore how organizations are embracing innovative strategies and tools to enhance their recruitment processes. #recruitment #culture #HRLeaders #EVP #CandidateEngagement

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Please click this link andregister: https://lnkd.in/gscapwBM to join the webinar! This 3 Episode Webinar Series delves into how one could build a Winning Workplace! 18th May - Deep Dive into Attrition Management. 24th May - Managing Leave and Attendance for Employee Productivity 29th - Correlation between Capability, Engagement & Productivity.

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A Perspective of A Young Professional. A recent dialogue with the CHRO of a rising startup shed light on the evolving priorities of today’s fresh graduates when choosing an employer. A budding HR professional provided key insights that reflect a shift in what young workers value: First Contact: The first interaction with a potential employer is crucial. It sets the tone, showing whether the company is welcoming and patient, and if it values understanding and nurturing new talent. Researching the Company: Young professionals thoroughly investigate potential employers, focusing on the longevity of the founders, managers, and peers. This reflects the company’s culture and stability, which are vital for those seeking long-term opportunities. Workplace Logistics and Safety: Practicalities like commute distance and workplace safety are significant. Accessibility and a secure environment are essential for maintaining work-life balance and well-being. Understanding Personal Space and Time: Corporates in India must recognize the growing importance of personal space and time for young professionals. This generation places a high value on work-life balance and seeks employers who respect and support their need for personal time and space. I believe these observations was an eye opener for me as it underscores the need for companies to align their practices with the expectations of the young workforce, focusing on transparency, cultural fit, and respect for personal boundaries to attract and retain top talent.

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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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Perfect recipe for HR-achaar! A bridge too far? Few years back, I attended a meeting where the HR head presented his thoughts on a new people engagement strategy. It was detailed, data-driven, and incorporated the latest HR trends. However, as his presentation went on, I noticed furrowed brows and befuddled expressions of the line managers in the hall. During the Q&A session, one gutsy manager stood up and asked, "This all sounds great, like it did last year, but I am unable to see how does it help me with the daily challenges my team faces?" Those few moments of pin drop silence, before the HR head spoke again, struck me. Have you noticed that most of the ‘gyaan’ (aka insights) about people and team dynamics, especially on platforms like LinkedIn, comes from HR leaders? While there is no denying that HR as a function plays a crucial role in shaping workplace culture and people policies, it’s often the line leaders—those on the shop floors, managing teams day in and day out—who have the most direct and practical experiences of their people. Imagine the richness of perspectives if we heard more from the business leaders and managers who interact with employees on a regular basis. Their real-world views could provide genuine and firsthand insights into the nuances of team dynamics, employee motivations, and the everyday challenges faced by the employees. One of the biggest misconceptions in many organisations is the belief that the HR understands employees better than their direct managers. This illusion creates a disconnect, where HR sees itself (and is conveniently seen) as the sole custodian of people, rather than a business partner in supporting line leaders to manage their teams effectively. In successful and mature organisations, the HR strives to understand how to run the business WITH people instead of merely running people FOR the business. This involves real business partnering by collaborating more closely with line leaders, gaining a deeper appreciation of business operations, and leveraging this knowledge to enhance people experience and productivity. It's time for leaders to coach more HR managers to step out of their ivory tower and into the real world. By doing so, they can better support managers, foster a more inclusive culture, and ultimately drive organisational success through a more realistic approach to people management. Let’s hear more perspectives and insights on people from the line leaders. Together, HR can create a more balanced and effective approach to managing the most valuable resource - people. Let’s bridge the gap. #humancapital #HR #peoplemanagement #linemanagers #leadershipunplugged

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Start prioritizing YOU and your career today! Register: [email protected]  or know an HR colleague who could benefit? Tag them below #HRDevelopment #LeadershipGrowth #CareerCoaching #HRResilience #IndabukoHR #HRLeadership  

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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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Compliance is experiencing its own 💹Trend, — In our latest 📖blog, we dive into what to expect from the ever-evolving landscape of compliance, equipping you with the savvy tips needed to navigate through the twists and turns Aparajitha Corporate Services Private Limited, #Humanresource #CFO #HR #Compliance

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After reading a pertinent article, I further reinforced my belief that every manager is responsible for hiring and training people. Managers don't focus too much on headcount. Instead, they focus more on talent that can add and preserve economic value for their organisation.

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Someone mentioned that 'HR's role is just to organize Rangoli Competition??? 😢 😢 😢 .. .. .. .. It's been few months into core HR role and I am still stuck at learning Labor laws and statuary compliances 🤣 🤣 🤣 Wondering what's more in store?? Any tips and suggestions please 😉 .. ... .. Credits to all the 'Human Resource' folks who win the game silently for their company 🙌 🙌 🙌 🙏 #humanresource #HR #corporate #jobs #job

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“EMPOWERING ORGANIZATION THROUGH EFFECTIVE GRIEVANCE RESOLUTION” Effective grievance resolution isn't just a process—it's the heartbeat of organizational health and success. As an HR-IR Consultant at Sidimo HR Consultancy, I've witnessed firsthand how unresolved grievances can sow seeds of discontent and stifle productivity. It's not merely about managing conflicts; it's about nurturing a workplace where every voice matters and every concern is heard. Leadership, in its true essence, isn't about being in charge; it's about taking care of those in your charge. This fundamental principle underscores the responsibility of leaders to prioritize fairness, transparency, and empathy in resolving workplace issues. When leaders actively listen to their teams, foster open communication, and champion a culture of respect and collaboration, they lay the foundation for a thriving organizational culture. At Sidimo HR Consultancy, we play a pivotal role in partnering with global organizations to cultivate environments where grievances are viewed not as setbacks, but as opportunities for growth and improvement. Beyond merely providing training programs, we advocate for proactive grievance management systems that empower teams to address issues constructively and collaboratively. Investing in robust grievance resolution isn't just a strategic decision; it's a commitment to building resilient teams and fostering a positive work environment. By embracing grievances as catalysts for learning and innovation, organizations create spaces where employees feel valued and empowered to contribute their best. Effective grievance resolution isn't just about mitigating risks or legal concerns; it's about creating a workplace where mutual respect, trust, and fairness prevail. When employees feel heard and supported, they are more engaged, motivated, and dedicated to achieving organizational goals. Let's challenge ourselves to redefine grievance resolution as a cornerstone of organizational excellence. Together, let's cultivate workplaces where every individual feels respected, valued, and empowered to thrive. #sidimo #sidimo HR #HRConsulting #EmployeeRelations #WorkplaceCulture #LeadershipDevelopment #GrievanceResolution

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🌍 Championing a Sustainable Future through ESG 🌍 At Sidimo HR Consultancy, we're thrilled to have recently conducted transformative training on Environmental, Social & Governance (ESG) and Sustainable Value Creation with organizations committed to impactful change. This session was expertly led by Dr Geetha A. Rubasundram, a Chartered Accountant and Chartered Management Accountant, who holds a Ph.D. in Governance, Corruption, and Sustainability from University of Malaya. This training not only equipped participants with essential insights into responsible governance but also provided actionable strategies to enhance their organization's sustainability practices. By embracing ESG principles, organizations can expect to see: 1. Improved risk management and resilience in the face of global challenges. 2. Enhanced reputation and brand loyalty among consumers and stakeholders. 3. Increased operational efficiency and cost savings through sustainable practices. 4. Attraction and retention of top talent who value corporate responsibility. 5. Greater alignment with regulatory requirements and investor expectations. Together, we’re helping shape leaders and organizations ready to make a meaningful, sustainable impact. 🌱✨ For more information, please contact us at: [email protected], +6013-210-1819, or visit us at: www.sidimo.com.my #SidimoHRConsultancy #ESG #SustainableFuture #Governance #Sustainability

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The concept of Guru Purnima aligns closely with the role of HR professionals in organizations. Just as a guru guides, nurtures, and imparts wisdom to their disciples, HR professionals play a pivotal role in fostering growth, providing guidance, and shaping the careers of employees. Here are some parallels: 1. Guiding Careers HR professionals act as mentors and career guides, helping employees navigate their professional journeys. They offer advice on skill development, career advancement, and achieving professional goals, much like a guru helps a disciple attain knowledge and enlightenment. 2. Fostering Growth A guru’s role is to enable personal and spiritual growth, while HR professionals ensure the professional growth of employees. Through training programs, upskilling initiatives, and performance feedback, HR helps employees unlock their potential. 3. Creating a Culture of Learning Guru Purnima emphasizes the importance of continuous learning. HR professionals are instrumental in cultivating a learning culture within organizations by providing access to resources, mentorship opportunities, and fostering knowledge-sharing environments. 4. Driving Values and Ethics Just as a guru instills moral values and principles, HR professionals ensure that organizational values, ethics, and codes of conduct are upheld. They play a critical role in aligning employee behavior with the company’s mission and vision. 5. Offering Support and Counsel A guru provides emotional and mental support to their disciples. Similarly, HR professionals serve as a support system for employees, addressing concerns, resolving conflicts, and ensuring overall well-being. 6. Celebrating Leadership and Mentorship Guru Purnima is a day to acknowledge and honor mentors. HR professionals can leverage this occasion to celebrate mentorship within the organization by recognizing leaders who guide and inspire their teams. By embracing the essence of Guru Purnima, HR professionals can reinforce their role as enablers of growth, well-being, and inspiration within the workplace. Panacea Biotec #HRprofessional# #teammanagement# #peopleengagement#

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Rashmi, Deepa and I have run FlexiBees, a company that matches qualified women professionals to flexible jobs, for a few years now and in this time we have seen various trends shape India’s #hiring landscape. If you are a company curious to see where the talent is or an individual wanting to take charge of your career, this information might be useful. ·      SMBs are leading growths The last couple of years have been tough for those reliant on external funding cycles. But there is a segment that is growing – that of the revenue-funded Small & Medium Business, called #SMB or #SME. Over the last year we have seen our SMB segment grow by 1.5x in volume i.e. number of clients and 1.7x in value. These businesses are hiring across roles, across industries. With an average size of 60-70 employees, they come to us from various sectors - from non-profits to VCs, from Analytics to Automobiles, from Diamond Wholesalers rooted in the Heeramandi to SaaS companies that are at the cutting-edge of technology. These companies are aiming for big growths - in India and internationally – however led by frugal-minded entrepreneurs, they always have an eye on the bottom-line. So they come to us as much for our digitally-savvy, experienced talent pool as for our affordable part-time & remote models that allow them to grow & MVP, but in an economical way. ·      Tier 2 and Tier 3 are booming   India’s got talent. And this talent exists beyond the metros. There are various reports that speak of the rise of skilled talent in Tier 2 and Tier 3 cities, and according to a NASSCOM report, up to 15% of India's tech talent resides in these locations. We see it in the fact that our talent pool is spread out across 50+ cities in India and 30% of the women professionals we place are from Tier 2 and Tier 3 cities. And not just from Lucknow, Mangalore and the likes, but also from towns like Zirakhpur, Tiruelveli, Panchkula, Mohali, Hisar, Bharuch, and more. Talent is also giving rise to #startups in these locations, with ~50% of start-ups registered today reportedly being from non-metro cities, and as per a Traxn report, 18 small cities in India having launched 100 startups each since 2020. We see it in the form of business that comes to us from these locations – we have clients from over 60+ cities in India and over 50 of them are Tier 2 or Tier 3. Today, a Gandhinagar-based software company providing solutions to the global financial services industry can hire a Sales professional from Agartala. A spice-manufacturer from a small town in Tamil Nadu can hire a Social Media Manager from Mohali to attract customers from across the country. We are fortunate to see these shifts happen in real time. To see the drive and mission that exist across the length and breadth of India. Yes, our view is limited by the kind of jobs we cater to, primarily white collar, but it is a crucial part of the India growth story. And the #Indiagrowthstory is deeper than what we see around us.

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