Rahul Pinjarkar

Ronesh Puri, Managing Director of Executive Access India and a member of Panorama, discusses the journey from CHRO to CEO. He remarks that while many believe the lack of CHROs becoming CEOs is due to a missing element of destiny, in reality, becoming a CEO requires strategic planning. #Leadership #CEO #CHRO #CareerDevelopment #StrategicPlanning

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A high performance mindset is not an innate trait but a cultivated asset that can dramatically influence human behavior and achievement. By fostering resilience, a Love for learning, and an adaptive attitude, individuals can not only meet but exceed their personal and professional aspirations. Engaging in practices that nurture this mindset can transform potential into exceptional performance, making the seemingly impossible, possible.

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

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One of my favourite corporate tribal rituals is sitting in a circle and handing over promotion and exceptional performance recognition letters while narrating the heroics of the awardees. Invariably, these events elicit feelings of joy, surprise, tears, and reflections on human journeys from failure to success and learning. During the formative years of my career, most companies had similar practices, albeit with different variants. We used to look forward to this annual event with eager anticipation throughout the year. Times have changed. Many organizations now choose to communicate salary revisions and promotions through cut-and-dry emails powered by HR ERP systems. It may be a great time-saver, but it's utterly useless in creating a positive human experience and genuine people connections. Teaching human emotions to machines and making humans mechanistic, bereft of positive emotional surpluses, represents a strange dichotomy of current times. I can only hope that future generations will produce more leaders who have their hearts in the right place and beat to create a wonderful rhythm.

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The powerful story of a friend/colleague returning to work despite ongoing illness shines a light on #resilience and #determination. Her journey, filled with courage, showcases qualities like motivation, determination, and unwavering strength. This news resonates deeply, reigniting a sense of #gratitude and emphasizing the beauty and goodness in life. The Deepavali celebration added an extra layer of fulfillment, enhancing this gratitude and appreciation. Such moments underscore the significance of unity, resilience, and embracing the blessings in our lives. Let her journey inspire us to support one another with compassion and positivity, embodying values of empathy and strength as we navigate life's challenges together. #Gratitude #Strength #Empathy #Resilience #NovemberJourney.

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I have experienced, and I am sure many of you too must have experienced the importance of a leader looking within, in times of ambiguity or professional dilemmas. #Selfreflection surely enables leaders to access their values, strengths, and past experiences, which brings in thought clarity. This inner compass helps navigate uncertainties with authenticity and confidence. Understanding motivations and biases allows leaders to respond to challenges thoughtfully, maintain integrity, and inspire trust and stability within their teams.

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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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Good to Great Jim Collins' book "Good to Great" provides a framework for companies to transition from good to great. 1. Level 5 Leadership*: Leaders with humility, will, and a relentless drive for excellence. Example: Tata Group's Ratan Tata 2. First Who, Then What*: Hire the right people before defining the company's vision. Example: Infosys' Narayana Murty and Nandan Nilekani 3. Confront the Brutal Facts*: Face reality, no matter how harsh. Example: ICICI Bank's K.V. Kamath, who transformed the bank during a crisis 4. The Hedgehog Concept*: Focus on a single, defining idea. Example: HUL's (Hindustan Unilever) focus on FMCG (Fast-Moving Consumer Goods) 5. Culture of Discipline*: Create a culture of self-discipline and accountability. Example: L&T's (Larsen & Toubro) emphasis on core values and discipline 6. Technology Accelerators*: Leverage technology to accelerate growth. Example: HDFC Bank's investment in digital banking 7. Flywheel Effect*: Build momentum through consistent effort and progress. Example: Reliance Industries' diversification and growth 8. Stop Doing*: Eliminate non-essential activities to focus on what's truly important. Example: ITC's (Indian Tobacco Company) diversification into new businesses 9. Build for the Long Term*: Prioritize long-term sustainability over short-term gains. Example: Mahindra Group's focus on sustainable growth 10. Continuous Improvement*: Encourage a culture of continuous learning and improvement. Example: Wipro's emphasis on innovation and R&D Summary: Indian companies like Tata Group, Infosys, ICICI Bank, HUL, L&T, HDFC Bank, Reliance Industries, ITC, Mahindra Group, and Wipro have demonstrated these principles, transforming themselves from good to great. They've focused on leadership, people, discipline, innovation, and long-term sustainability, leading to remarkable success and growth.

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Creating a #high #performing #ecosystem calls for interventions across the employee lifecycle. It goes beyond giving feedback, setting processes, monitoring results, financial recognition, and so on. In a high-performing ecosystem, employees have an intrinsic satisfaction of being #valued at different stages of their lifecycle. Learned this concept during my leadership journey and this article has beautifully captured it all. A few millstones managers and leaders can keep in mind while building high-performance ecosystem: - #onboarding employees and making them feel a part of your team, and your org by adopting an #inclusive and #caring approach even before their day of joining  - setting clear #expectations upfront and letting them know they have your back ALWAYS - helping them build #connections in a new set-up and empowering them to become successful - valuing their contributions - a pat on the back, celebrating small wins goes a long way - giving #constructive #feedback while keeping their development in mind - not just 'what' to improve but also 'why' to improve. What is in it for them? - giving #visibility and portraying their strengths by shedding own inhibitions - creating a channel for #growth in the organization - not being a hindrance to growth High-performing employees may still choose to leave the organization for good but if they feel valued for their contributions, they will continue to be the flag bearers of their ex-organizations, ex-bosses. #Feelingsmatter

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Attending SHRM India virtually offers HR professionals a wealth of knowledge and practical insights. This experience provides access to expert-led sessions on the latest HR trends, leadership strategies, and talent management practices, enabling participants to stay updated on the evolving HR landscape. Overall, SHRM India's virtual attendance equips HR practitioners with tools and strategies that enhance their effectiveness and credibility in their roles. SHRM India;HRMumbai;sketul

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Sharing a quick but informative article to understand how EI - Emotional Intelligence plays a crucial role in understanding the team and business management at workplace. Please take a minute to unlearn the practice which drain us out and learn to apply this for better outcomes. #EI #learning

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Envy - The distress people feel when others get what they want - A Tale of Two Colleagues ! Noble and Rinku, both were managers in a leading IT firm in India. Initially, they shared a strong camaraderie and were seen as the driving force of their team. They bonded over their shared vision during a team offsite, proclaiming their intent to "revolutionize the organization together." They complemented each other well and were seen as an inseparable duo. While Rinku was objectively the stronger performer, Noble's charisma and extensive network garnered him more attention, opportunities, and recognition within and outside the organization. Initially, Rinku dismissed any feelings of resentment, believing that his superior performance would inevitably be acknowledged. However, as Noble's popularity continued to soar, Rinku's envy got the better of him. He began undermining Noble in casual conversations, grew visibly agitated whenever his rival spoke during meetings, and distanced himself from collaborative efforts. Rinku even withdrew from mentoring younger colleagues, a task he had previously embraced. Once regarded as a high-performing star, Rinku's lack of enthusiasm for his work became apparent, and his performance suffered. Senior management was puzzled by his sudden decline. How could a top performer unravel into such a negative influence? Eventually, Rinku's envy boiled over, leading to a confrontation with Noble during a critical meeting, damaging their professional relationship irreparably. While Noble continued to progress, Rinku chose to leave the company, consumed by feelings of resentment and unable to reignite his passion for his work. Though the story here is 100 % imaginary, the feelings, thoughts, behaviors, and actions are 100% real. Envy has often been likened to a social microscope in the Indian corporate setting. -When you find yourself bothered by the successes of others in the workplace, it's easy to become consumed by thoughts of comparison. -You obsess over interactions with rivals, scrutinize your rewards, and overanalyze even the slightest praise bestowed upon others by the boss. -Your least generous self emerges as you strive to protect your fragile ego at the expense of your rivals. Envy damages relationships, disrupts teams, and undermines organizational performance. Most of all, it harms the one who feels it. When you’re obsessed with someone else’s success, your self-respect suffers, and you may neglect or even sabotage your own performance and possibly your career. Don't be consumed by envy. Don't be Rinku. Wondering How Not to be A Rinku? Follow these steps - First - Follow Nishant Agrawal. Second - Stay Tuned for the sequel of this story. Cheers :)

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HR’s Evolving Function: Enhancing Value in the Modern Workforce Market In the Harvard Business Review’s May-June 2024 issue, Peter Cappelli and Ranya Nehmeh emphasize HR’s pivotal role in steering leadership towards recognizing the tangible repercussions of adhering to obsolete employment strategies and attitudes. They point clearly out that the role of HR is evolving and highlighted this as a critical force in guiding leaders to understand the real costs of clinging to outdated workplace policies, practices, and mindsets. This requires HR professionals who are awake to call this out in organizations, but as well embracing a new skill set and think & act beyond the boundaries of what served them well previously: ·      Strategic Insight: HR professionals should adopt a strategic mindset, considering market trends and tech advancements like AI to see the bigger picture. They must analyze data and communicate the impact of policies on financial results, using marketing insights to deepen understanding of employee experiences. ·      Change Advocacy: The new HR skillset includes being an advocate for change, challenging the status quo, and pushing for workplace reforms that align with modern workforce expectations. This aligns with the need for HR to adopt a broader perspective, manage paradoxes, and foster inclusivity to navigate the modern workplace effectively. ·      Data-driven Decisions & Cost Awareness: HR's role now involves educating leaders about the hidden costs associated with outdated practices, such as decreased employee engagement and productivity, which can significantly affect the company's financial health. HR should use metrics like turnover, absenteeism, and engagement to show the true costs of current practices. ·      Future-Ready: By embracing evidence-based research and analytics, HR can lead the way in transforming workplace culture to be more agile, inclusive, and aligned with future business goals. This shift in HR's role is not just about adopting new skills, but also about fostering a culture where continuous learning, curiosity and improvement are valued. It's time for HR to step up and show the way forward! #HRTransformation #WorkplaceInnovation #Leadership #ZigzagHR

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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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VUCA WORLD: In the current scenario every organisation & Professionals are in the VUCA world: V - Volatility U- Uncertainty C- Complexity A- Ambiguity To overcome these concerns one must follow 1. Volatility should follow with Vision ( Show how your Role contributes to the Company’s/ individual future.) 2. Uncertainty should follow with Understanding ( Be open about what you know & what you don’t know) 3.Compkexity should follow with Clarity ( Breakdown big challenges into manageable actions) 4. Ambiguity should follow with Adaptability ( Equip your team to switch gears as needed) These are the Mantras to face this VUCA world. All the Best

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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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Whenever I think of #ViratKohli, I’m reminded of Amitabh Bachchan’s iconic dialogue: “Do Mara Lekin Solid Mara.” Today, we celebrate not just the birthday of one of cricket’s greatest icons, #ViratKohli, but also the inspiring journey that has defined him: #1. Talent is Just the Start: - From his early days as a talented cricketer in Delhi, Virat Kohli has shown us that talent alone is not enough, it’s dedication and resilience that set champions apart. As he once said, “I’m not a big believer in luck. I believe in hard work.” #2. Relentless Pursuit of Excellence: - Facing numerous challenges, including intense scrutiny and high expectations, Virat Kohli has consistently demonstrated a relentless pursuit of excellence. He reminds us, “If you don’t have a goal, you will never get there.” #3. Leadership Through Transformation: - His transformation from a gifted batsman to a dynamic leader of the Indian cricket team signifies the spirit of perseverance. “You have to keep fighting and never give up,” he emphasizes. #4. Revolutionizing Fitness: - Virat Kohli’s dedication to fitness has changed the landscape of Indian cricket. He set a new standard for athletes, advocating for a holistic approach to health and performance. His rigorous training routines and mental conditioning have inspired many young cricketers to adopt a fitness-first mentality. “It’s about how you respond to challenges that will determine your success,” he often emphasizes. Whether in sports or business, the principles of hard work, resilience, and passion resonate universally. #HappyBirthdayVirat! May your journey continue to inspire us all to chase our dreams with unwavering determination! Cheers 🥂

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It's always a pleasure to collaborate with Dr. Sachin Jhawar. His down-to-earth approach and humble demeanor, combined with an exceptional understanding of organizational dynamics and the intricacies of business, are truly commendable. Dr. Jhawar's insights and advice during meaningful conversations - video below, have the potential to offer valuable solutions to the day-to-day issues faced by any business owner or startup. #SMEs #SmallBusiness #Entrepreneurship #StartupLife #BusinessOwners #EntrepreneurialJourney #Startups #BusinessTips #BusinessStrategy #EntrepreneurMindset #StartupSuccess #BusinessGrowth #SMECommunity #BusinessSolutions

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