Prasanth Nair

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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This article narrates how Growth Mindset Leadership has guided the organization through unprecedented challenges, propel forward thinking, alternative thinking and create people centricity. #growthmindset

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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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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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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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Many thanks for including me in this insightful article. The diverse perspectives shared by the leaders featured here underscore the importance of understanding and appreciating the unique strengths and challenges faced by each generation in the workplace. I look forward to continued dialogue and collaboration on how to best cultivate the leadership potential of both millennials and Gen Z. #NextGenLeaders #Mentorship #CareerDevelopment"

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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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Glovve..a digital ecosystem... a revolutionary approach..... blending technology with the emotional and psychological aspects of relocating. Moving is often stressful, exciting, bittersweet, or overwhelming, and an app designed to help people navigate these feelings could create a sense of community, provide support, and offer personalized services to ease the transition. #movingapp #relocations #removals #bestrelocationcompany #packersandmovers #techrelocations

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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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I am delighted to share insights from our recent panel discussion at MMR by Retailers Association of India (RAI) on Redefining Your Organisation’s Employer Branding! A heartfelt thanks to my fellow panelists Aniruddha Mahajan, Binny Ashish Mathen and Nabamita Banerjee for thought provoking and value-adding insights.   We delved into the critical role of a well-defined Employee Value Proposition (EVP). When creating an EVP, it is important to ensure that the EVP helps to differentiate the organization from competition. Also, it is critical to ensure that the EVP attributes are attractive for the current and prospect talent pool along with believability that it exists in the organization. In case the attribute is aspirational, then there must be a clear plan of action to deliver it. This leads us to the importance of ensuring that the EVP is authentic and tailoring our employer brand to reach the desired talent pool effectively.   One powerful strategy we explored was leveraging employee advocacy. When employees are passionate about their workplace, they become authentic ambassadors, spreading the word to potential candidates and on social media. It is vital to encourage open communication at all levels, ensuring that every employee feels connected to the brand narrative.   We also discussed the necessity of creating specific brand promises that resonate with different generations. Understanding what drives each demographic allows us to build a more inclusive and appealing workplace.   Aligning our branding efforts with overall business strategy was another key point. Our employer brand should reflect and support the organizational goals, ensuring consistency across all messaging.   Finally, we must measure the success of our employer branding strategies. Employee referrals indicate how employees perceive our employer brand. Metrics and feedback loops are essential to understand what works and where we can improve.   This discussion was incredibly insightful and it was value-adding to learn from everyone. Thanks to Venkatesh GR for enabling the opportunity and Jeeva Balakrishnan for the guidance. A huge thank you to my fellow panelists and the organizers for creating such an engaging platform. #EmployerBranding #HRStrategy #hr #talent #rkbytes #EVP #mmr2024 #ManningModernRetail2024

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How do we make organizations ready for change and build mechanisms that equip leaders and teams to look forward to the excitement that change brings along? The excitement of doing something new. The excitement of taking risks and thinker much bigger than where we are. The excitement of failing. And being new again at something. How do we create a psychologically safe space for this? Coaching is the answer. Some excerpts from our address at the CII Delhi HR Conclave 2024.

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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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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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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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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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The HEART comes before the HEAD If you observe the most successful leaders be it in the corporate, political, sports or social service space, there is a common trait in all of them - they are good in managing people and their emotions They have cracked the code of People management coz they understand that the heart comes before the head They very well know that you can’t move people to action unless you 1st move them with emotions These leaders connect with people on personal and work levels. In return, people trust them a lot. They would even agree to move a mountain on their word. It's not really a secret, but many leaders forget this simple yet important point #leadership #HR #people

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Empathy : The Key to Organisation Success In today's fast-paced and interconnected world, the importance of empathy in the workplace cannot be overstated. An organizational culture that values empathy fosters stronger relationships, enhances communication, and ultimately leads to increased employee satisfaction and productivity. Let's explore the significance of building a culture of empathy in organizations and provide actionable strategies to cultivate this essential quality. First things first; Empathy is beyond sympathy! Empathy is the ability to understand and share the feelings of others, and willingness to see things from another person's perspective. In the context of the workplace, empathy involves recognizing and resonating with the emotions and experiences of colleagues, clients, and stakeholders. Benefits of an empathy driven Culture in organisations: 1. Enhanced Communication 2. Improved Teamwork 3. Increased Employee Engagement 4. Better Customer Relationships 5. Conflict Resolution 6. Innovation and creativity 7. Employee Wellbeing Let's dive into strategies for Cultivating Empathy in Organizations 1. Lead by Example: Organizational leaders play a crucial role in modeling empathetic behavior. By demonstrating active listening, showing genuine concern for employees' well-being, and practicing open communication, leaders can set the tone for a culture of empathy. 2. Provide Training: Offer workshops and training programs that focus on empathy, emotional intelligence, and effective communication skills. Encourage employees at all levels to develop their empathy skills through practice and feedback. 3. Encourage Perspective-Taking: Encourage employees to step into each other's shoes and consider different viewpoints. This practice can help cultivate empathy, broaden perspectives, and foster a more inclusive and understanding workplace culture. 4. Celebrate Diversity: Embrace diversity and inclusion in all aspects of the organization. Recognize and celebrate the unique backgrounds, experiences, and perspectives of employees, fostering a culture that values and respects differences. 5. Create Opportunities for Connection: Foster opportunities for team-building, social events, and collaborative projects that encourage interpersonal connections and relationship-building. Personal connections can deepen empathy and strengthen bonds among colleagues. Embrace empathy as a core value, and watch as your organization thrives on a foundation of understanding, compassion, and connection.

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How to Be an Inclusive Leader !!!! In today’s world, achieving diversity is not just about numbers; it’s about creating spaces where everyone feels valued and respected. Dr Saundarya Rajesh shares insights on fostering a culture of belonging and inclusion within organizations, highlighting the ABCD model: Awareness of Bias and Diversity Building Belongingness Commitment to Inclusion Demonstrating Inclusive Behavior Inclusive leadership goes beyond policy – it’s about genuine action, open conversations, and accountability. According to research, leaders who adopt inclusive practices positively impact productivity, customer satisfaction, and innovation – all of which boost profitability. Ready to make your workplace more inclusive? Start by understanding the role of belonging, recognize individual strengths, and lead by example. Together, let’s pave the way for a more inclusive tomorrow. Avtar has been pioneering this journey for the past 24 years. Happy to engage in a conversation. Do ping me directly for more information. #InclusiveLeadership #DiversityAndInclusion #Leadership #Belonging #ABCDModel #WorkplaceInclusion #DrSaundaryaRajesh #CatapultYourCareer Avtar The Power of Diversity

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Lessons Learnt 25.10.2024 #Rebuilding #relationships after a #conflict at workplace requires effort, commitment, and a willingness to move forward. Few tips 1.Immediate steps Cool down and reflect Acknowledge emotions and concerns Agree to resolve the issue 2.Reconciliation Phase. Meet to discuss the conflict Active listening and empathy Identify root causes and the causes for misunderstandings. Apologize sincerely (if necessary). Focus on solutions not the problems. 3.Rebuilding Trust Follow through on commitments. Demonstrate consistent behavior. Communicate openly and transparently. Show appreciation and gratitude. Foster a positive work environment. 4.Long-Term Relationship Building. Schedule regular Meetings Collaborate on and work together. Develop a growth mindset together and Encourage open feedback. 5.Key Strategies to adopt Practice forgiveness and letting go. Focus on the issue, not the person. Use "I" statements instead of "you" statements. Seek common ground and shared interests. Demonstrate positive behavior. Challenge: Rebuilding trust Solution: Consistent behavior, transparency, and follow-through. Challenge: Communication breakdown Solution: Active listening, clear communication, and regular check-ins. Challenge: Residual emotions. Solution: Acknowledge and validate feelings, focus on shared goals. *Benefits of Rebuilding Relationships* What We get is. Improved productivity and collaboration. Enhanced teamwork and morale. Increased job satisfaction and engagement. Better conflict resolution skills. Stronger, more resilient relationships. Remember, rebuilding relationships after conflict takes time, effort, and commitment. Focus on shared goals, practice empathy, and lead by example. Happy Working. Great day Friend

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