Shuchi Shukla

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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Unlock the secrets to finding untapped potential with our blog post, A Comprehensive Guide to Lesser-Known Methods to Find Hidden Talent 🔍 Dive deep into innovative strategies that will elevate your talent acquisition game to the next level including: 💡 Unconventional Platforms: Learn how to leverage niche job boards and online communities to uncover talent that traditional methods miss. 🤫 Networking Secrets: Master the art of building and utilizing networks to find hidden gems in unexpected places. 🧠 Creative Recruitment: Discover unique recruitment campaigns and events that attract high-caliber candidates who aren’t actively job hunting. Ready to transform your hiring strategy? Read more: https://hubs.li/Q02CgTH-0 #GoGlobal #HR #EOR #HireTalentAnywhere

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The Power of Great Questions It is the last month of 2024. My ritual for many years now is to introspect, ask myself the hard and difficult questions, be authentic in my self evaluation, assess what has gone well, what has not gone well, reflect on what more needs to be done, what improvements are necessary, and how best to finish the year well and strong. To me 2024 has been a remarkable year filled with the good, the bad and ugly. I believe you must have experienced the same thing. I have received some great news in 2024, and also some very challenging news when some very important people in my life passed on. I am reminded of the great words from the BIBLE that admonishes us to be thankful in all things. Not easy to do but very important because it gives us the opportunity to look at the bigger picture. I am using the last month of the year, December for self introspection, reflection on the year, what I need to Stop, Start, Keep. I invite you to do the same so that you finish the year well and strong. Here are a few questions to guide the process: 1. What’s the ONE thing that moved the needle in the right direction in your life? What’s the ONE thing that made all the difference in your life 2. What are the names of the 3 people who had the most impact on your life and why? 3. What’s the One thing you have to forgive yourself for in 2O24 4. What’s your greatest accomplishment of the year 2024? 5. What’s your greatest regret in 2024 that you must release in order to travel light in 2025? 6. What are you grateful for in 2024? 7. Who or what must you let go before the end of 2024? 8. What are you most proud of in leading yourself? Great leaders know how to lead themselves because you cannot give what you do not have? Let’s go through this process of asking the right questions as we go through this last month of the year. Have a highly successful week and make it a great success. You made it to the last month of the year, celebrate your achievements, recalibrate for an exciting year ahead, take stock of your life, and be grateful for making it to this point and be nice to yourself. Wishing you the very best this December.

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Performance Improvement Plans (PIPs)—are they truly effective, or just a corporate formality?    At HR Katalyst 4.0, we’re bringing together top HR leaders to dissect this controversial topic and help you rethink traditional HR practices.   Join the debate with, Capt.Partha Samai (VP & Head HR, Jio), Ganesh Iyer (Senior Director HR, ADP), ☑️ Barun Mallick (Marketing Head, Keka HR)   In this engaging session, you’ll learn:   ✔️ Are PIPs a tool for growth or a prelude to dismissal? ✔️ Real-life scenarios on the effectiveness of PIPs ✔️ How organizations can redefine performance management for better outcomes   📅 Date: 06 Dec 2024   Don’t miss this chance to challenge your perspective on PIPs. Register now: https://lnkd.in/gkyCW4Si ⬅️   #HR #Webinar #HumanResources #PIP #PerformanceManagement #HRKatalyst4.0 #Keka

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How CHROs Can Partner Effectively with Executive Search Firms Chief Human Resources Officers (CHROs) play a pivotal role in shaping an organization’s leadership team. A successful partnership between a CHRO and an executive search firm can significantly impact an organization's ability to attract and retain top talent. Here’s how CHROs can collaborate effectively with executive search firms to streamline hiring and secure top talent: 1. Clearly Define Leadership Needs Outline the specific leadership skills and traits required to help the search firm focus on candidates aligned with your organizational goals. 2. Communicate Company Culture and Values Share insights on your culture, values, and challenges to help the search firm find candidates who will thrive in your organization. 3. Set Realistic Expectations Collaborate with the search firm on timelines and goals. Be prepared for a thorough process, as finding the right candidate may take time. 4. Collaborate in the Interview Process CHROs should actively participate in interviews, providing insights on culture and leadership needs to assess both technical skills and cultural fit. 5. Be Open to Diverse Candidates Embrace candidates with diverse backgrounds and fresh perspectives, as diversity fosters innovation and stronger decision-making in leadership. 6. Provide Constructive Feedback Offer feedback after interviews to help the search firm refine the process and better understand your needs. 7. Maintain Open Communication Ensure open communication with regular updates and feedback, fostering alignment and a smoother search process. Additionally, Define Success Metrics for the Partnership -Set clear KPIs like candidate quality, time-to-hire, cultural fit, and retention rates to track the success of the partnership. These metrics keep both the CHRO and the search firm aligned, ensuring the process delivers the right talent. Regular reviews of these metrics ensure continuous improvement and a stronger collaboration. CHROs can maximize the value of their partnership with executive search firms by ensuring a successful collaboration that leads to the acquisition of top talent. Contact Cornerstone International Group - India executive search team today to discuss your talent needs and find the perfect fit for your leadership team. For more details, you may write to [email protected] #CHRO #ExecutiveSearch #TalentAcquisition #LeadershipHiring #ExecutiveRecruitment #TopTalent #LeadershipDevelopment #ExecutiveSearchFirms #TalentManagement #CHROInsights #GlobalTalent #HRPartnership Image credit: freepik

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Tailored assessments, role-specific scenarios, and real-time AI analysis offer deeper insights. Save time, widen reach, and make smarter hires! Uncover key qualities in candidates and access insights into problem-solving, leadership, and more. Maximize hiring success, know more: https://lnkd.in/eyVffA4a #futurewithwheebox #behavioralassessments #psychometricasseasments #onlineassessments #ets #skills #talent

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Contrarian, true and inimical to wellbeing. The somnambular cognitive dumbing by those expecting #gaming routines to hook people at #work is a warning on all fronts. Sandeep Das Monisha Agrawal John Mathew Neha Pant Anish Aravind 'Overall, the available evidence strongly indicates that engaging in multi‐tasking via digital media does not improve our multi‐tasking performance in other settings – and in fact seems to decrease this cognitive capacity through reducing our ability to ignore incoming distractions. Much of the multi‐tasking investigations so far have been focusing on personal computers. However, smartphone technologies may even further encourage people to engage in media multi‐tasking through high rates of incoming prompts from emails, direct messages and social media notifications occurring while both using and not using the device.' https://lnkd.in/d4ZGpmWq

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Building a robust talent pipeline is a pressing concern for leaders today. The crux of the matter lies in developing the right talent at the right time and equipping them with the right capabilities to meet changing needs. Here are three insightful strategies: 1. Assess present and future business capacity and capabilities: Start by visualizing the end goal. What is your business outcome for the next 12-36 months? Gauge the current capacity and capability of your team. Then, identify what future requirements look like. 2. Personalize development solutions: Each employee is unique - in skills, background, and career aspirations. With remote and flexible work arrangements, individual schedules vary widely. The key takeaway is that one size does not fit all when it comes to people development. 3. Let data tell the story: Data analytics is an important driver for decision-making. Leaders can use data to identify trends, monitor progress, and make informed decisions about talent development. With the right data, leaders can adapt their talent development strategies in real time to align with the changing needs of the business. Read about these strategies in more detail here: https://lnkd.in/giJG36fS #Leadership #TalentDevelopment #BusinessGrowth

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Building a robust talent pipeline is a pressing concern for leaders today. The crux of the matter lies in developing the right talent at the right time and equipping them with the right capabilities to meet changing needs. Here are three insightful strategies: 1. Assess present and future business capacity and capabilities: Start by visualizing the end goal. What is your business outcome for the next 12-36 months? Gauge the current capacity and capability of your team. Then, identify what future requirements look like. 2. Personalize development solutions: Each employee is unique - in skills, background, and career aspirations. With remote and flexible work arrangements, individual schedules vary widely. The key takeaway is that one size does not fit all when it comes to people development. 3. Let data tell the story: Data analytics is an important driver for decision-making. Leaders can use data to identify trends, monitor progress, and make informed decisions about talent development. With the right data, leaders can adapt their talent development strategies in real time to align with the changing needs of the business. Read about these strategies in more detail here: https://lnkd.in/giJG36fS #Leadership #TalentDevelopment #BusinessGrowth

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Performance management can be a tricky terrain 😵. HR leaders struggle to translate individual performance into tangible business value. With multiple goal frameworks, confusion around appraisal frequencies, and techniques like 9boxing, behaviorally anchored rating scales, and continuous feedback, HR leaders have their hands full. We're simplifying these complexities in our upcoming masterclass featuring Vikas Yadav Function Leader – Talent Management, PeopleStrong, in conversation with Amit Thapliyal, SVP, PeopleStrong. But before we dive in, we want to hear from you. ❓Ask us anything❓ – tactical, operational, or strategic – about performance management.  Your questions, our expertise. The selected ones will be spotlighted in our upcoming Masterclass and on social media 🚀 Send us your questions here: https://lnkd.in/grcYTAtK

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The Evolution of HR: From Admin to Strategic Partner HR has evolved! HR is no longer just an administrative function but a strategic business partner driving growth and success. #HRTransformation #StrategicHR

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Here are 4 reasons why you should come for my Bangalore Meet Up on 1st May. (This event is for aspiring coaches, coaches-in-training and seasoned ICF coaches) 1. You'll understand what coaching actually is There is a very common confusion between coaching, mentoring, therapy, counseling, giving advice, etc. A lot of people reach out to me and say "I want to get into coaching but I don't know if I'll make for a good coach". I'll answer this question AND do a live coaching demo for you to see what coaching really looks like. 2. You'll understand what transformational coaching actually is There is a trend where many coaches call themselves “transformational” coaches without understanding what that word really means. They do it because it sounds intriguing to people. I’ll do a live coaching demo of what transformational coaching looks like so you understand it better. 3. You'll understand how to make money as a coach Most coach training institutes will say, "Just get your coaching credentials. Clients will fall into your lap". Wrong. You’ll understand that you need to change your mindset from that of someone who’s “self employed” to that of a “business owner”. I’m inviting Balaji Pasumarthy, one of my own business mentors, to talk to coaches about how to develop a business owner mindset as a coach. 4. You'll learn how to integrate Indic Wisdom into your coaching A lot of authentic coaches seem to be interested in spirituality and learning about Indic Knowledge Systems. Krishna has met a lot of these coaches and taught these principles to a lot of the coaches. He’s spent the last few months understanding how to integrate concepts from Indic Wisdom into the ICF Core Competencies. And he’ll be teaching you how you can do that as well. In summary: → You'll learn what coaching is (and if you'll make for a good coach) → You'll understand what “transformational coaching” really is → You'll learn to make money as a coach → You'll learn how to integrate Indic Wisdom into your coaching. If any of these 4 reasons resonate with you, attend the event. The link to register is in the comments below. I'll see you on the 1st! Fill up this Form to Register: https://lnkd.in/eUR3QjJY 

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When it comes to hiring executives, the stakes are high. Each leadership role holds the potential to drastically influence the direction and success of an organisation. And a bad hire can cost an organisation as much as 213% of a c-suite level employees’ salary! This is why many hiring managers opt to include psychometric testing when vetting a candidate. They ensure that your exec is not only a good fit for the role but also embody the values and strategic vision of your organisation. We recently released an article about how you can enhance your executive search with psychometric assessments, read it here: https://lnkd.in/gX_uB-5B #PsychometricAssessments #SavilleWave #ExecutiveSearch

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In my recent interactions with several leaders, some of the challenges which they experience are: 1)  𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 in understanding their own strengths and developmental areas. How does one leverage strengths or manages developmental areas is a gap which I saw in many leaders. This also manifested as over confidence/under confidence in their demeanor. When over confidence was demonstrated, team members perceived it as aggressive behavior and when under confidence was demonstrated, team members perceived it as submissive behavior. 2)  While most leaders may be aware of the big picture, many leaders tend to 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞 𝐠𝐫𝐨𝐮𝐧𝐝 𝐫𝐞𝐚𝐥𝐢𝐭𝐢𝐞𝐬. Many of them speak about inadequate time at hand to know the nitty gritties of the market situation or spend time with different stakeholders or making time for one-on-ones with team members. Many leaders also talk about lack of skills to connect with their team members. Reasons could be varied and unique to each one of them, however the consequences would be multifold. 3)  𝐌𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐙- Inability to understand their hunger/ways or working/approach. Most of the leaders struggle to know the best ways to motivate the young folks to give their best. At times, they may also struggle to help them understand the connection of their goals to the organizational goals. As a leader, are you struggling with any of the above challenges? Or more? Drop me a DM #MeetaMeraki                #Leadershipmistakes

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📈 The Learning & Development (L&D) landscape is evolving faster than ever. Once focused primarily on compliance and basic skill-building, L&D now plays a strategic role in driving organizational success—especially with rapid market changes and a global talent shortage. According to the World Economic Forum, nearly half of all employees will need reskilling by 2025. This growing demand for agile, impactful learning is both a challenge and a tremendous opportunity. So, how can organizations build a learning ecosystem ready for today’s demands and tomorrow’s AI-powered potential? With AI-driven, modular learning environments, companies can transform L&D into a source of measurable ROI, meeting today’s needs and scaling for future growth. Learn how: https://lnkd.in/g7DPCWQg #LearningAndDevelopment #AI #L&DInnovation #FutureOfWork

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Are You Ready to Take Charge of Your Leadership Journey? As part of the Lead-Her-Ship journey, after our five live sessions, we kicked off the mentoring phase with Priyam Dhamankar guiding 11 aspiring women. These women are now taking charge of their lives, committed to growth, and empowered both personally and professionally Curious about what sets successful leaders apart? Look into some powerful insights that Priyam shared which could redefine your path to success: 🌟 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗬𝗼𝘂𝗿 𝗨𝗻𝗶𝗾𝘂𝗲𝗻𝗲𝘀𝘀 Your uniqueness is your superpower. Let your qualities—whether it’s your energy, people skills, or problem-solving approach—shine through. These are assets that make you stand out. 🌟 𝗦𝘁𝗲𝗽 𝗨𝗽 𝘁𝗼 𝗚𝗿𝗼𝘄 Growth happens outside your comfort zone. Whether it’s taking on a new role or a bigger responsibility, dare to step forward. 🌟 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝗢𝘃𝗲𝗿 𝗣𝗿𝗼𝗯𝗹𝗲𝗺𝘀 Real leaders focus on solutions, not roadblocks. Challenges are opportunities for growth. 🌟 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 𝗠𝗮𝘁𝘁𝗲𝗿 Politics exist in every workplace, but your results are what really count. Keep learning and let your work speak for itself. 🌟 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 𝗜𝘀 𝗞𝗲𝘆 Decide where to invest your energy. Flexibility, supported by a strong network, is crucial. 🌟 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗢𝘁𝗵𝗲𝗿𝘀 Leadership is about lifting others up. Empower your team, share knowledge, and create a positive environment. 🌟 𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿 𝗠𝗶𝗻𝗱 𝗦𝗵𝗮𝗿𝗽 Neuroplasticity allows your brain to keep growing. Challenge yourself constantly to stay sharp and adaptable. We wrapped up with vibrant discussions, from balancing personal and work lives to influencing stakeholders effectively. It was a reminder that we all have the power to grow, lead, and make a difference. If you’re on a similar journey, I hope these insights resonate with you. Your leadership journey is yours to define. Let’s keep pushing boundaries and supporting each other every step of the way. 🔗 Download the Lead-Her-Ship booklet: https://lnkd.in/dn53Ynaw Our next cohort starts on September 14th, 2024. Don’t miss out—join us and take the first step. #Leadership #WomenEmpowerment #CareerGrowth #LeadHerShip #PersonalGrowth #DcodeInspiredLiving

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LHH's 2024 report shows evolving layoff trends with a focus on skills and performance. Redeployment and outplacement services gain importance amid tech and economic changes. Read the Latest full News - https://lnkd.in/dxPaJzCe #HRTech #HRTechEdge #CareerMobility #LayoffTrends #Outplacement #EmployeeBurnout #HRTrends #Redeployment #TechInHR #LHHReport

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