Harvinder SINGH

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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The meaning of ‘Executive Presence’ has evolved in the last few years. Comparing between 2012 and 2022 across the dimensions of Gravitas traits , Communication traits, and Appearance traits, while traits like Confidence and Decisiveness still hold importance, ‘Blue-chip pedigree’ is out!               Interesting to see how ‘Forcefulness’ has given way to “Listen to learn orientation’ and, how ‘Fitness and Vigor ‘ is more relevant than ‘Tallness’/Physical attractiveness… There’s focus on ‘Authenticity’, and ‘Inclusion’ and ‘Respect for others’ show up variously.     Though the sample for this HBR study for the top 6 most important leadership traits was US execs, the findings do resonate across broader contexts. #executivepresence #authenticity #inclusion #respect #HBR #leadersoftoday #leadersoftomorrow #leadership

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Recent interaction with a colleague in the field made me think of #CareerResilience - a term used to describe an individual's ability to take charge and adapt to career changes. This person was neither from Gujarat nor was born and brought here but was speaking the local language fluently. To my curiosity he said "My role required me to #buildrapport with #customers. I had no choice but to learn this language from the school kids. People laughed at me. But I never bothered. I know I have to perform by building trust with customers by speaking their language. I #practiced practiced and practiced....." Every time I interact with professionals like these, I only want to salute them for their zeal to #learncontinuously and apply it on ground. Do you know such career resilient people? Do share what makes them resilient.

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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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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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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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Lot of my friends have insisted to share my learnings around... "Managing Behaviors and Self Improvement"... Starting today (every Monday) I will be posting some suggestions around resolving behavioral issues people face at their workplace or otherwise... Today is on BODY LANGUAGE Hacks that will help you behave like ALPHAs... 1. Avoid walking with your hands in Pockets... it shows... YOU ARE NOT READY.... 2. Too much smiling... shows... SUBMISSION... 3. Speak Less... Speak Slow... have a CALM tone... 4. Never walk bending your back... ALWAYS STAND STRAIGHT... 5. Have a Firm Handshake... and when shaking hands with Females... ALWAYS STAND... #behavioral #behavioral_psychology #Body_Language #Body_Language_hacks

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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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#EMPATHY We deal with #Empathy almost daily… however… we need to clearly identify the emotion and value of such empathy being displayed to us… its one of the deadliest tools used in our modern interactions… As per my mind… Empathy is a very ambiguous concept… and as people on receiving end… we must carefully distinguish this… and... not become a tool in hands of our adversaries for achieve their means and ends…   #PERFECT_EMPATHY… in its full-fledged form is the art of influencing other people’s emotions… and underlying factor is understanding the other persons’ reasons… and not the emotions themselves…  it is used by display of joy or sorrows… to other person’s justified problems… it may also be an emotional response only to the other person’s situation justifying a given emotion… it can also be illustrated by sympathising with other person’s suffering… it truly borderlines #PITY… and draws more influence from moral rules… and past… #CONTAMINATED_EMPATHY… the most dangerous of the lot… in simple terms it’s a thankfulness at the contrast between our fortune and the sufferer’s misfortune…  #wellbeing of the person displaying the EMPATHY… not the interests of the other person. .. Hence, we need to be very clear as to what we are getting… Sympathy… Pity…

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Unlocking Organisational Excellence :- The Power of Culture Training In today’s fast paced and competitive business landscape, the true differentiator for organisational success lies in its culture. Driving culture not only attracts and retains the top talent but also drives innovation, productivity and customer satisfaction. However, building and sustaining a positive culture requires intentional effort and continuous development. Culture is the heartbeat of an organisation driving its values, behaviours and overall success. An inclusive and supportive culture empowers employees to bring its best selves to work every day. It is like a life, blood shaping everything from employee behaviour to business outcomes. Few Companies renowned for their few strong organisational culture:- GOOGLE:- Google fosters a culture of innovation, encouraging employees to spend 20% of their time on projects, they are passionate about,maintains an open communication Channel . SALESFORCE:- Salesforce emphasises its” Ohana” (family) culture, promoting a sense of community and belonging among employees. NETFLIX:- Netflix empowers employees with significant autonomy, promotes a culture of openness and honesty and encourages feedback. ZAPPOS : Zappos offers exceptional customer service and invest in employee happiness with extensive training programs and team building activities. PATAGONIA:- Patagonia’s culture is heavily centered on environmental activism, sustainability, encourages employees to spend time outdoors, follows transparency in business practice. HUBSPOT:- HubSpot emphasizes on continuous improvement and offers numerous opportunities for professional development and continuous learning where all employees feel valued and empowered. These companies exemplify how a strong, positive culture can drive business, success, attract and retain top talent and foster an environment where employees are motivated and engaged. By prioritizing culture, these organizations have created workplaces that not only achieve outstanding business results but also promotes employee well-being and satisfaction. Do you also feel the same and wish to create one such culture for your company? Do connect for more information.

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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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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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🚀 Transforming Early Attrition into Lasting Engagement: A Guide for Leaders 🌟 Navigating early attrition in India requires a nuanced approach, especially when it stems from personal health, family responsibilities, or higher educational pursuits. Here's how leaders can create a supportive environment that respects these aspects: 1. Health Initiatives: Enhance your health benefits and introduce flexible work policies to accommodate medical needs, promoting a culture of wellness. 2. Family Support: Adapt work schedules to offer more flexibility, such as remote work options or part-time roles, helping employees manage family commitments seamlessly. 3. Educational Growth: Foster a learning environment with tuition reimbursement and flexible hours for educational pursuits to support continuous professional development. Leaders and founders, crafting a workplace culture that addresses these fundamental needs not only boosts retention but also builds a more engaged, productive team. 🔗 Visit www.careertrend.in to learn more and reach out to us at [email protected] to craft the culture of your organization. 🏷️ #LeadershipDevelopment #EmployeeRetention #HRStrategies #OrganizationalCulture #WorkplaceWellbeing #HumanResources #CareerTrend #TalentManagement #EmployeeSatisfaction #BuildingCulture #hrbp #hrbusinesspartner #headhr #directorhr #chro CareerTrend Aseef Shaik Kaushiki Bhattacharya

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All Manufacturing Heads / Plant Heads / CHRO / HR Heads we can add value to your Organization by building people capability at the plant level especially of Blue Collared workers to help you enhance productivity on the Shop Floor. Our Emotional Intelligence Workshop titled 'Lakshya" for Blue Collared Workers conducted in vernacular language shall help in enhancing motivation and productivity through mindset change resulting in faster conflict resolution, problem solving, decision making, reduced stress, lower attrition and better team work. The "Lakshya" Workshop shall help in driving high performance culture at the Plant Level. We also help Building Leadership capability at the Plant Level which is so crucial in Operations. We focus on "Servant Leadership" empowering the Team Members through effective Delegation. Thus depending on what are your key challenges we could propose a solution accordingly. We shall be glad to make a Presentation on how we can add value. You may reach me on 9331743365 for Presentation and further details. #CEO #MD #ManufacturingHead #ProductionHead #PlantHead #VicePresident #GeneralManager #CHRO #HRHead #IRHead #LearningandDevelopmentHead #Productivity #Highperformanceworkculture

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Anant Chaturdashi: A Moment for Reflection and Growth As we bid farewell to Lord Ganesha on this Anant Chaturdashi, I’m reflecting on the valuable lessons this 10-day festival teaches us—both personally and professionally. In my role in HR, these lessons deeply resonate with how we build people, culture, and growth within organizations. Embracing New Beginnings: Ganesha, the remover of obstacles, teaches us to see challenges as opportunities for growth. Whether it's a new hire, a shift in company strategy, or personal development, I’m reminded that every transition brings a chance to evolve. Resilience and Adaptability: Ganesha’s departure symbolizes the impermanence of life, a reminder that change is inevitable—whether it’s in the business landscape or team dynamics. As HR professionals, our role is to help people navigate these changes with resilience, providing support and tools for personal and professional growth. Wishing everyone a blessed Anant Chaturdashi and continued success in all your journeys! 🙏 #AnantChaturdashi #Skill&will #Coaching#Leadership #Resilience

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How Many Meetings Is Too Many Meetings? In Indian workplaces, meetings are like chai—there’s always another one brewing. We’ve all been there: 🔹 A meeting to prepare for a meeting. 🔹 A meeting to discuss what happened in the previous meeting. 🔹 A meeting where you don’t know why you are invited ? 🔹 And the classic, "This could have been an email" meeting. By the time you’re done with your day of meetings, the only thing you’ve achieved is... scheduling more meetings! 🙃 So, how do we know we’ve crossed the line? ✅ You schedule time to do actual work... is between 8:00 PM and midnight. Let’s be honest—meetings aren’t going anywhere. But maybe, just maybe, we can all agree on a few ground rules: ✔️ If it doesn’t need a meeting, send an email. ✔️ If it does, make it short and purposeful. ✔️ And for the love of productivity, no more meetings about meetings! How do you survive the meeting marathon? #WorkplaceHumor #TooManyMeetings #MeetingMadness  

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