Rohit Kaushik

There has been a lot that has been said about organizations and the role of leaders/ HR/ organizations in terms of what they can do to prevent the toxicity and dysfunctionality of long work hours, performance pressures etc. - especially in the recent days. In my opinion, while we critique the situation and recommend a review of the system, we need to recognize the role of competition/ stock market performance/ wealth generation and most importantly our values around these. It cannot be denied that we over-index on making money, and respect/ social status is a function of your wealth creation. Workspaces are a subset of our social fabric - what is "wealth" needs a new definition and recalibration. It needs to include the wealth of health (wellbeing - which is not merely the absence of disease), your social contribution (goodwill/ karma/ volunteering) - and perhaps some more aspects of life that make it wholesome - maybe art/ poetry/ legacy? While workspaces are a subset of the social fabric, they are a very powerful force in social change - and can (perhaps must) play a significant role in this redefinition and recalibration. - and maybe it is important for us to question who and what we value and strive for. What do you think? #Workplaces #CompassionateWorkplaces #Caring #Leadership #HR #culture #values

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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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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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Sexual harassment at workplace in India - 2013 Act It's been over a decade since the inception of this law. One would think it's common knowledge by now, yet basic questions still arise, which both amuses and confuses me. Seizing the chance to shed light on it, we've penned down an article. Dive into it to grasp the significance of the PoSH law, crucial for everyone engaged in any form of work or business, no matter how big or small. Neglecting it is simply not an option! Kelp (formerly KelpHR) https://lnkd.in/g_mUEmWE

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A very short clip from six years ago about what HR should be . Whether you are #HR the function or a stakeholder of HR the agenda, you may like to watch! And share your comments and perspectives 😊#PrabirInsights #Leadership #Coaching https://lnkd.in/dX_d5bqw

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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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XLRI The Agile General Management Programs Batch 2025 aims to propel Digital Transformation in Global Businesses. Agility is key for future-focused digital strategies. XLRI student professionals are dedicated to formulating strategies and ready to adapt to unexpected outcomes. Change Catalyst Shownu Winstington #campushiring #recruiters #chro #talentacquisition #universityrecruiting #ceo #president #managingdirector #managingpartner #consulting #consultingfirm #strategicmanagement #productmanagerjobs

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Does #MindfulCulture seem a utopian concept? You should have listened to: - Katyayani Krishna’s initiatives on making #MindfulMeetings a reality and bringing Mindfulness to the leadership team. - Sanjeeb Lahiri sharing about the interesting practice to curb impulsive reactions during the #meetings. - Kamlesh Dangi’s idea of identifying 15-behaviours for #Mindful responses; and keeping purpose in sight when setting the direction. - Rajeev Bhadauria sharing multiple insights on Mindful behaviours and making communication and ecosystem as the core drivers of Mindful Culture. - Kalpan Desai sharing anecdotes on Mindful ways of leading and his vision to take Mindful Culture beyond workplaces. - Mitali Barot’s thoughts on policies as enablers and Neha Kadam’s perspectives on building situational guidelines. - Rajiv Das’s way of taking involvement from 5-minutes to 40 minutes. Building a Mindful Culture seems much more practical and a very exciting endeavour now. Inviting you to share your best practices and be part of the 'Mindful Culture Cohort'. See you in the next edition of ‘The Source Code of Mindful Culture’. MEx | Strat-Board Services | Frob - Friends of Books | Gaurav Bakshi | Mohit Gupta | Aarthi Lakshmi | Vrinda Makhija | Ridhima Kaul

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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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"Leaders enable peers and others develop too, not just their own team members." My Guru Sri Cāitanya ji taught me this long back. I had the opportunity to see this in action in an organization. Vikas, a GM in a large organization is highly skilled and respected in his field. Aanchal, his peer, was struggling to adapt to a new technology the company had recently adopted Vikas, a senior manager in a large multinational corporation. Vikas was highly skilled and respected in his field, but he noticed that his peer, Aanchal, a fellow manager, was struggling to adapt to a new technology (ERP) the company had recently adopted. Instead of letting Aanchal flounder, Vikas took it upon himself to assist her. He started by inviting Aanchal to join him in a series of informal lunch meetings where they discussed the challenges she faced. Vikas didn’t just offer advice — he listened to Aanchal’s concerns, identified her specific learning needs, and provided tailored guidance. He went a step further by organizing small group sessions where he and other experienced colleagues shared their insights and experiences with the new technology. These sessions were collaborative and supportive, creating a safe space for Aanchal to ask questions and practice new skills. One particular instance stood out. During a critical project presentation, Aanchal was nervous about showcasing her understanding of the new technology. Vikas offered to co-present with her, providing reassurance and a safety net. His presence gave Aanchal the confidence to present her part effectively, and together, they delivered a compelling presentation that impressed the leadership team. Over time, Aanchal not only mastered the new technology but also became a go-to resource for others in the company. As Sri Cāitanya ji said, developing others isn’t limited to team members. It involves recognizing the potential in our peers, offering guidance, and creating the right circumstances and opportunities for them to succeed. Do you have a story too? For more insights follow me here: Dipan Vaishnav #ExecutiveCoaching #EmotionalIntelligence #DevelopingOthers #dipanvaishnav

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Dear People Pro! Are your Teams feeling safe enough to go all out, to ace their BIG Goals? In this pic is a 3 minute read you may be looking for.. ** DYK Ravi Sundaram leads the BELBIN Accreditation Course - 2 Day In Person Physical Class - Mumbai - on July 26 - 27th? To know how Belbin can be of value in your People Practice, or to enrol, DM me #leadershipdevelopment #diversityandinclusion #learninganddevelopment #personaldevelopment #psychologicalsafety #employeeexperience

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Dear People Pro! Are your Teams feeling safe enough to go all out, to ace their BIG Goals? In this pic is a 3 minute read you may be looking for.. ** DYK Ravi Sundaram leads the BELBIN Accreditation Course - 2 Day In Person Physical Class - Mumbai - on July 26 - 27th? To know how Belbin can be of value in your People Practice, or to enrol, DM me #leadershipdevelopment #diversityandinclusion #learninganddevelopment #personaldevelopment #psychologicalsafety #employeeexperience

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As a non economist, my understanding of Budget 1. Given the global economic challenges, the Budget does a great job in balancing fiscal prudence and social upliftment. 2. It takes forward the government agenda of reform and simplification. 3. The focus on skilling, education, and employment will help drive long-term growth. 4. In a complex environment, Budget should be seen as one of the steps to take the country ahead. We shouldn't expect the Budget to be the answer for everything.

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You can't spell success without discussing failures and as Great Mr. Ratan Tata once said life is all about ups and down , flat line is a sign of death. These are discussed mainly for man and balance 50% of society is ignored in most of the cases, thanks Jombay for bringing this up and providing this platform

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Shiv Shivakumar's masterful ability to set context truly elevated the SHRM India's #SHRMIAC24 Delhi conference. It was a highlight for me, and here's why: Context is more than just background information; it's the key to unlocking true understanding. Without it, interpretations become a free-for-all, and the audience walk away with vastly different takeaways. Think of it like this: a powerful story loses its impact if you don't know the setting, the characters' motivations, or the stakes involved. Shiv excels at painting this vivid backdrop for the conference insights, he weaves a compelling narrative that resonates with the audience. He masterfully connects his message to the current realities of the business world, societal trends, and technological advancements. He doesn't shy away from addressing the anxieties and concerns we all share, like job security in the age of AI or the challenges of a multigenerational workforce. His brilliance lies in making us feel like we're all in this together, navigating the complexities of the future of work with a shared understanding and purpose. This is what sets him apart and makes him such a compelling speaker. Inspired by Shiv's powerful context setting at #SHRMIAC24, let's rethink the future of work. He captivated the audience, stressing the need for agility in today's rapidly evolving business landscape. With companies' lifespans shrinking drastically, we must embrace transformation and adapt to survive, especially with Gen AI driving efficiency. Shiv highlighted the growing mountain of cynicism in the workplace, fueled by factors like employee loneliness, job insecurity, and the pressures of a multigenerational workforce. He urged leaders to foster hope, resilience, and meaningful connections within their teams. ➡ Agility is key: Size without agility is a recipe for disaster in today's rapidly changing world. ➡Transformation is a shared responsibility: Every manager should take initiative to drive change and create value. ➡ Embrace Gen AI: Leverage its power to enhance efficiency and adapt to the evolving landscape. ➡Cultivate hope: Actively transform workplace cynicism into hope through daily actions. ➡ Foster genuine connections: Prioritize building strong workplace relationships to combat loneliness and boost engagement. Let's move from a mountain of cynicism to a mountain of hope, together!! #SHRMIAC24 #futureofwork #leadership #employeeengagement #AI #luminarylearningsolutions  Achal Khanna Nishith Upadhyaya

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I often think about the conversations that have influenced me on my journey.   One particularly impactful conversation I heard was on a podcast by Ranveer Allahbadia with Dr A Velumani. Dr. Velumani's journey from a small village to achieving something remarkable embodies resilience, focus, and simplicity. One thing he said that struck a chord with me was, "Don’t complain about what you don’t have. Make the best of what you do have."   These words aren't just advice – they're a way of life. It's about accepting where you are and finding the strength within yourself to create something extraordinary. When we stop complaining and start creating, we realize that we are capable of more than we ever imagined. Ultimately, it’s not about how much we have, but how much we make of what we have. And that's where true success lies.   As I reflect on the wisdom shared in this conversation, I'm reminded of the saying: "Sometimes, the most powerful lessons come from the simplest words," like those from Dr. Velumani.   1. Start where you are, with what you have. 2. Focus on what you can do today. 3. Turn challenges into opportunities. 4. Keep things simple. 5. Lead with empathy. 6. Don’t wait for the perfect moment. 7. Stay true to your values. 8. Make the most of what’s in front of you. 9. Believe in your potential. 10. Give back as you grow.   Dr. Velumani’s lessons aren't just for the business world – they are lessons for life. They remind us that, regardless of where we start, what we have, or what challenges we face, we all have the potential to create something extraordinary.   Here is the link to the podcast. I believe that all young people should hear this podcast to understand the true meaning of success. https://lnkd.in/dG5Y-NmC #business #entrepreneurship #inspiring #theranveershow

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is it only me? I get a nauseous feeling everytime I see another women centric program labelled She or Her? I find it patronizing as if the org is doing a great favour to women by uplifting them thru this training or that platform or some other initiative. While the intention behind these programs may be to uplift and empower women, the true impact lies in addressing the systemic biases and barriers that hinder their progress. What would be truly impactful is 1) Checks and balances to ensure there's no bias in selection or pay decisions. 2) Ways of working which allow for flexibility so that care givers of all genders are able to balance their personal and work life. 3) Productivity focus and mechanisms that shift the focus towards productivity and tangible results, rather than relying on impression management or subjective evaluations. 4) Fostering a culture where it's acceptable for employees to take time off or adjust their pace during personal or family-related needs, such as menstrual cycles or supporting a spouse/child/elder I am now repulsed everytime I see the terms Female CEO, Diversity hire or a bunch of special initiatives which do the exact opposite of inclusion. They label people and draw the focus away from what they truly bring to the table beyond their gender or sexual orientation. It literally should not matter. It's 2024, dear corporates! Having said that, under-representation of women is a indeed a real issue. I'd love to hear stories of how the root cause is being addressed through systemic changes.

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Insightful article, though quite detailed. A must-read for HR professionals and managers at all levels. https://lnkd.in/gU-xHFkM

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Its that time of the year, when the Boards of Directors review their structure, capability, role and contributions and think about improving their effectiveness in the face of rapid changes in our Corporate eco system. Talentonic HR Solutions Private Limited has been facilitating this journey for the last 6 years for over 20 Indian Corporates. There has been so much to learn. (1)The evolving concern of Boards about succession (2)The increasing role of the Board on strategy. (3)The pressure on Board structure and capability as the Firms challenges evolve rapidly in areas such as geopolitical risks, sustainability and digitization. (4)The evolving role of the NRC as the Board's agenda evolves rapidly. (5)The new, younger, career professionals who are finding a seat on the Board, and with them bringing new expectations and ambitions. We look forward to new learnings as we service our 100% repeat clients in this cycle of Board Evaluation. Cheers #Governance #BoardEvaluation #SEBI #Boards #Directors #HRLeaders

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