Mehul Mehta

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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Navigating Workplace Harassment: Awareness and Carefulness for Female Employees Sexual harassment in the workplace is a troubling issue that affects countless women around the world, including in Indian corporates. While legal frameworks like the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) exist to protect employees, it is crucial for female employees to be aware of their rights and to take proactive steps to protect themselves. This blog aims to raise awareness and provide guidance on how female employees can navigate and safeguard themselves in the workplace. Real-Life Scenario: A Case Study Meet Asha, a senior software developer at a leading IT firm in Pune. Asha had worked at the company for four years and was known for her dedication and professionalism. However, her situation changed drastically when the company owner, Mr. Kapoor, began making inappropriate comments and advances. The harassment escalated to physical molestation, with Mr. Kapoor touching Asha inappropriately. Asha felt trapped, fearing retaliation and doubting whether her complaint would be taken seriously without hard evidence. Awareness: Know Your Rights You can familiarize yourself with the POSH Act: The POSH Act requires that you form an Internal Complaints Committee (ICC) in companies with more than 10 employees. This committee is responsible for addressing complaints of sexual harassment. Understand the provisions of the POSH Act, your rights under the law, and the procedures for reporting harassment. Know the Reporting Channels: Identify the designated points of contact for reporting harassment within your organization. This could be a member of the ICC, the HR department, or an external helpline. Carefulness: Proactive Steps for Safety Seek Support from Colleagues: Confide in trusted colleagues or friends within the workplace. Having a support system can provide emotional strength and corroborate your experiences if needed. Set Boundaries: Be clear and assertive in setting personal boundaries. If someone’s behaviour makes you uncomfortable, communicate your discomfort directly and firmly. Avoid Isolated Situations: As much as possible, avoid being alone with individuals who make you uncomfortable, especially in isolated settings like after-hours meetings or social gatherings outside of work. Educate Yourself and Others: Participate in training sessions on workplace harassment and encourage your peers to do the same. Knowledge empowers you to recognize and respond to inappropriate behaviour effectively. Together, we can build workplaces where respect and safety are paramount. If you have faced a similar situation or have insights on how to handle it, please share your experiences. #WorkplaceSafety #SexualHarassment #Empowerment #POSHAct #WorkplaceCulture #Accountability #Support Let's create safer workplaces, one step at a time. 🌟

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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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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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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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Zomato Spices Up Hiring with a Bold Chief of Staff Opportunity Zomato , known for its disruptive approach, is turned heads with its unconventional Chief of Staff position. This isn't your typical corporate role; it's a high-growth, high-impact opportunity designed to attract those with fire in their belly and a hunger to learn. Having worked on CXO, expert and specialist hirings, it definitely caught my attention. Almost 18000 applications in 24hours! The unconventional JD reflects the culture and beliefs of the organisation in every single word penned down by Deepinder Goyal 1.Bold and Unconventional:Zomato is looking for someone with a "learning mindset" willing to invest ₹20 lakhs in their development, donated to Feeding India also ensuring that their skin is in the game. While he clarified in his recent post on the True intent. 2. Fast-Paced Learning and Accelerated Growth: The emphasis on intense learning and development aligns with their culture of continuous improvement and pushing boundaries.This reflects Zomato's value of meritocracy and rapid development. 3. Meritocratic and Performance-Driven: The posting explicitly seeks candidates with specific traits like hunger, common sense, and a learning mindset, indicating a focus on individual merit and potential over traditional qualifications. 4. Social Impact and Responsibility: Zomato's commitment to social impact is evident through initiatives like Feeding India. Integrating a philanthropic aspect into the hiring process further reinforces this value. 5. Transparency and Directness: The job posting is remarkably transparent, outlining both the challenges and potential rewards without sugarcoating the demanding nature of the role. This innovative job posting not only redefines recruitment but also prioritizes personal development over conventional perks. When @Shagun suri from the People Team said 'What I love about Zomato is- ‘The People’- full of energy, positivity, ambitions and smiles, and ‘The Culture’- where there is freedom to create a way of working' This is what she meant... 🤔 Zomato's way of finding the one with True Hunger! Video - Glimpse of Zomato Career Page... Every word reflected in the job description #Zomato #InnovativeHiring #FeedingIndia #CareerGrowth #TrueHunger #Learningorganisation Zomato India Blinkit Hyperpure by Zomato Zomato's Hyperpure Zomato Care Feeding India LinkedIn News India

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The Organization’s Shadow (read it slowly, and a couple of times) Many of us have worked in our organizations towards building the ESPOUSED Vision, Culture, Values, Strategies, Org Structure, Policies etc. These are explicit formal 'rational factors' which are the 'chosen face' of the organization. These collectively form the legitimate system, the 'Persona' of the organization. When we choose these explicit formal 'rational factors', we also (un-willingly or not in complete awareness) create the implicit informal 'non-rational factors' of the organization. These lie outside the purview of the 'legitimate system'. These collectively form the 'Shadow' of the organization. In contrast to the 'Persona' organized by those in authority, the 'Shadow' is self-organizing, serves people's personal needs and supports people in being who they are rather than how the organization 'wishes' them to be. There is always a gap between 'espoused theory' (espoused vision, values, culture, policies etc.) and the 'theory-in-use' (how work actually gets done). The 'Shadow' accounts for the difference. The 'Shadow' is natural and indeed necessary. The Shadow is real and is a source of considerable energy and power. Without the support of the 'Shadow' any initiative in the organization is unlikely to succeed. For example, organizational norms regarding conflict management reflect organizational attitudes about shadow. If it is deemed to be important to be nice and pleasant in communications and "not nice" thoughts or honest feelings are not acceptable, problems may not be identified at all or will be stated in such a way that won't allow for their constructive resolution. Organizations spend a lot of money helping employees learn to deal with the “symptoms” of shadow, without getting into the underlying causes and content within the shadow. Repression and suppression of shadow is energy-consuming and reduces creativity and productivity in the organization. For the organization to be whole and healthy it becomes essential for it to accept & integrate its 'Shadow' as much as it espouses its 'Persona'. #organizationshadow #shadowwork

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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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My insightful chat with Diksha Bhojwani on Employee Engagement I recently had a fantastic conversation with Diksha Bhojwani, a Senior HR Leader, about the secrets to unlocking employee engagement in today's ever-changing workplace. Here are some key takeaways from our discussion: * Engagement Redefined: We spoke about how engagement is no longer just a buzzword, but a crucial indicator of a company's health and employee happiness. * Building Connections: Diksha shared innovative initiatives that foster meaningful connections between employees and their leaders, promoting valuable conversations and knowledge sharing. * The Power of Recognition: We discussed the importance of structured recognition programs to celebrate achievements and milestones, boosting employee motivation and satisfaction. * Empowering Through Training: We explored the value of investing in employee development through training programs, both technical and personal, while providing clear career advancement opportunities. * Holistic Wellness Matters: Diksha emphasized the critical role of employee wellness programs in promoting mental, emotional, and physical health, leading to a more motivated and well-rounded workforce. This conversation really highlighted the importance of taking a comprehensive approach to employee engagement. If you're looking to transform your candidate-to-employee journey, be sure to check out Leap Onboard (https://LeapOnboard.com)! #EmployeeEngagement #WorkplaceWellness #CareerDevelopment #Recognition #Podcast #LeapOnboard

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In our latest podcast, I had the pleasure of interviewing Diksha Bhojwani, a highly accomplished Senior HR Leader. We discussed the pivotal role of communicating a company’s culture, mission, and vision to new hires, both before and after they join. Here’s what Diksha shared: 🔹 Clearly Defined Company Values, Mission, and Vision: These are essential for communicating and assessing cultural fit in candidates. 🔹 Role Expectations and Growth Opportunities: Defining how candidates fit into the organization and highlighting growth opportunities can significantly enhance their connection. 🔹 Post-Hire Alignment: Regular check-ins, feedback, and engagement activities are crucial for ensuring new employees stay aligned with the company’s goals and values. If you’re ready to transform your recruitment process, reach out to us at Leap Onboard (https://LeapOnboard.com) and let us help make your candidate-to-employee journey smooth and efficient! #EmployeeOnboarding #CompanyValues #CultureChampions #LeapOnboard

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Can technology solve needs of all what humans want in workplace? I was part of a round table moderated by Mrigank Tripathi yesterday as part of Future Forward conference curated ETHRWorld. While the discussion was all about how & what can tech enable in HR space. Many usual and innovative expectations right from recruitment marketing to attract talent upto giving right exit experience. It's a journey where end expectation is an ideal state of tech taking care of right talent to be picked from market with JD in place TO doing a level 3 of Kirk Patrick assessment for L&D funtion TO derive insights from talent heat mapping to unearth potential attrition with all of it having reliability score of 100 and the goal post keeps changing. Basically, digitalization and democratizing HR processes so that HRs become more strategic & transformational and less transactional. There is another question for which many vague answers came but nothing concrete to my personal view which is about Humans, satisfying mind, heart and soul in workplace. How much future forward we go with what ever technology we bring, satisfying mind soul and heart is never possible without authentic humane touch. It's imperative for HRs to clearly understand where to pause Tech interaction with employees and where HRs need to begin their intervention & interaction with employees. We should not forget HR is in the business of managing humans and not merely technologies. Thanks Madanmohan Mahendru Aditya Chopra★ Ayush Kumar for making me be part of this and seamlessly ensuring delegates presence. #hrtech #chatgpt #genai #llm #futureofwork #futureofworkplace #futureofHRM

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Recent developments at Poonawalla Fincorp underscore a reality that every leader faces—the complexities of navigating conflicts at the top. While I won't speculate on the specifics, situations like these remind us of the collective responsibility of leadership to foster alignment and trust across the board. Leadership at any level is not about silos; it’s about collaboration. When conflicts arise between key functions, the ripple effects are felt organization-wide— → operations, → impacting morale → even external perception, as seen here. Such scenarios call for: → 𝐔𝐧𝐢𝐟𝐢𝐞𝐝 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 Every leader has a stake in creating an environment where differences are discussed constructively, not divisively. → 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Misalignment often stems from unclear priorities. Open and honest dialogue is key. → 𝐒𝐡𝐚𝐫𝐞𝐝 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐨𝐟 𝐎𝐮𝐭𝐜𝐨𝐦𝐞𝐬 Addressing challenges together ensures decisions are grounded in the organization’s best interests. These moments test not just individuals but leadership as a whole. They are opportunities to model resilience, empathy, and integrity—qualities that ultimately shape the culture of the organization. To all leaders, let this serve as a reminder -> the strength of any team lies in its ability to face challenges together, with a shared commitment to growth and collaboration. #Leadership #Collaboration #OrganizationalCulture

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I see many discussions on ROI of training however I feel that there is something called Return on Not Acting (RONA) & Return on Not Investing ( RONI). Pertaining to "learning" RONA & RONI might be intangible but certainly very destructive in this changed world we live in. #learning #learningofkaps

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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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🌟 Did You Know? 🌟 A recent McKinsey report highlights a powerful insight: companies in India that embrace diversity, especially in leadership roles, experience a remarkable 35% boost in business performance. 💼📈 This statistic underscores the importance of gender diversity in the workplace. When we create spaces where women can lead, we drive not only equality but also greater innovation, decision-making, and overall success. At Aaraambh, we are committed to fostering inclusive workplaces where everyone has an equal opportunity to thrive and contribute to the company's growth. Let's empower more women to lead and witness the transformative impact together! 💪✨ Seema Chauhan #DiversityAndInclusion #WomenInLeadership #BusinessPerformance #Aaraambh #Empowerment #EqualOpportunity #LeadershipMatters

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Filing your Annual PoSH Report is a key compliance requirement under the PoSH Act, helping prevent penalties and demonstrating your commitment to a safe, respectful workplace. #posh #poshact #compliance #poshcompliance #faveconsultancyservices #HarassmentPrevention #workplacesafety

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Action from last week - Wrapping up an insightful two-day L&D Conclave at IiPM, Indian Oil Corporation, with a powerful valedictory address by Pavitra Singh, CHRO at PepsiCo. She emphasized that transformation begins with a personal commitment—no one can truly be taught to transform without it. Key points included: - 70-20-10 Model: While on-the-job learning remains pivotal, AI-driven context, agility, and curated engagement are reshaping the 10%. - Coaching and Peer Learning: Embracing digital coaches, reverse mentoring, and platforms like Gloat to foster networked learning. - "Outside-In" Approach: Bring industry insights through guest speakers, externships, and cross-industry tours. - On-the-Job Adaptation: Driving growth with cross-functional projects, shadowing, and real-world exposure. Her message underscored the evolving nature of L&D in today’s agile, AI-enabled world. I am thankful for this enriching experience! Thank you, Vipin Jain and Shiv Shivakumar, for enabling this session. Surajit Bit - Thank you #LearningAndDevelopment #Transformation #GreenEnergy #Leadership

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Musings BETWEEN Meetings - Ep 5 Su: “Let’s talk about CONFLICT MANAGEMENT ! It's a need felt in almost all Group Coaching sessions and Leadership Profiling exercises that we do. You have been teaching it at TISS, and in public workshops for managers for more than a decade..." Vi: "Yes the course at TISS was called Managing Conflicts + ‘Building Relationships’. I am not sure about what students learnt from it, but teaching the course has been a big learning experience for me!" Su: “For someone with 30 years of working on Union-Management disputes, how did teaching the course for others become a LEARNING experience (for you)?” Vi: “I asked the students two questions. Q1 ‘Describe a conflict in which you were involved’. Q2 ‘Describe how you contributed to the conflict.’  Whenever I face a conflict now, I ask myself how I have contributed to it. The answers could be unnerving. This gave me many insights about both Managing Conflicts and Building Relationships”. Su: “Oh yes, we contribute to conflicts by our actions or words. 'Who we are shapes the roles we play and the roles we play shape who we eventually become!' Reflection creates learning and self-awareness.” Vi: “True. I had one rule – every year I introduced something new or dropped something which did not fit into my teaching scheme. This called for experimentation, and it threw me off guard and made me feel insecure. When you are insecure, your self-awareness zooms up!” Su: “That’s true. Making oneself insecure is scary, it does not come easy ..!” Vi: “I experimented with using case studies and conducted role plays even though I was not trained on how to use them. While facilitating them, I felt very insecure, because any ‘failure’ would mean a loss of face in front of my students. However, by putting myself in such situations I found that my senses became very sharp. It allowed me to pick up on feedback and deliver better. I learnt that - I do not learn unless I make myself UNCOMFORTABLE”. Su: “We learn when we are a bit insecure and when review our work. Both increase ‘SELF-AWARENESS,’ the ultimate Guru.!  Oh, but wait, 'Yeh dil mange more’ on managing Conflicts and Building Relations’. I have so many more questions to ask. Let’s have another coffee and jump right in?” Vi: “Ha, ha Yes!” #ConflictManagement #Reflection #Teaching #selfawareness with Vivek Patwardhan Tutul Consulting Hitakshi Sharma Venora Lobo Krishnan Vaidyanathan Anirudha Deshmukh Anurag Mishra Monty Khajanchi Sharad Gangal Vikas Shirodkar Swati Patwardhan (She/Her/Hers) Zubin Mulla Dr. Afsha Dokadia

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It's a pleasure sharing our insightful conversation on How HR Leaders Hire the Best Talent with HR stalwarts Shourya K. Chakravarty, and Sahana Shankar moderated by Romesh Srivastava. We explored culture fit hiring, leveraging technology in recruitment, and strategies to eliminate biases, providing a comprehensive framework for effective and equitable talent acquisition. https://lnkd.in/gRJ5_GNM #SigtsInPlus #HiringProcess #HiringTheBest #BesFit #HiringCultureFit #CultureFit

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