Sumit Sabharwal

🌿 On this Gandhi Jayanti, let’s reflect on the timeless wisdom of Mahatma Gandhi and its relevance to the HR world. 🌿 “Be the change you wish to see in the world.” As HR leaders, we have the power to create cultures of empathy, inclusivity, and respect. Here are key Gandhian principles we can embody: 🌱 Truth & Transparency 🔺 Build trust through honest communication. 🌱 Non-violence 🔺 Foster a safe and positive workplace. 🌱 Self-discipline 🔺 Lead with integrity and accountability. 🌱 Equality 🔺 Embrace diversity and create equal opportunities for all. 🌱 Empathy 🔺 Listen, understand, and support employees genuinely. 🌱 Service 🔺 Put people first, prioritize growth and well-being. 🌱 Patience & Persistence 🔺 Drive long-term change through steady efforts. 🌱 Simplicity 🔺 Focus on what truly matters and lead with humility. Change begins with us—let’s lead by example and create the future we envision. ✨ Let’s lead by example and be the catalysts for positive change. ✨ #GandhiJayanti #Leadership #HRTransformation #BeTheChange #Inclusion #Diversity #Empathy

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Here is my first podcast with Susheel Gupta TWS Podcast Thank you Susheel Gupta for inviting me to this amazing platform and share my insights over the podcast Key topics discussed ✅ 🔺How can HR leaders leverage AI to create a more inclusive and diverse workplace? AI can help reduce bias in recruitment by using data-driven algorithms for screening candidates based on skills rather than personal characteristics. AI-driven tools can also help identify pay gaps, ensure equal opportunities for promotions, and foster diversity in team compositions. 🔺 In what ways will AI enhance employee well-being and mental health support within organizations? AI tools like chatbots and wellness apps can offer 24/7 mental health support, guiding employees to resources or scheduling time with counselors. AI can also analyze employee sentiment through feedback and engagement surveys, helping HR to intervene early and address stress or burnout. 🔺How can HR professionals use AI to foster continuous learning and development for employees? AI can create personalized learning paths based on employees’ skill sets, career goals, and learning preferences. It can recommend tailored courses, track progress, and offer real-time feedback, ensuring employees continuously upskill and reskill. 🔺 What strategies can HR teams employ to ensure AI tools align with organizational culture and values? HR must ensure transparency in AI usage by clearly communicating how AI tools are used and involving employees in the process. Regular audits and adjustments can be made to ensure AI decisions reflect the company’s culture and values, while also promoting ethical use. 🔺 How will AI help HR professionals in identifying future leaders and talent within the organization? AI can analyze employee performance data, identify patterns of leadership potential, and predict who might succeed in leadership roles. AI tools can also track employee development over time, spotting high-potential employees early in their career. 🔺 What role will HR play in balancing AI-driven efficiency with maintaining a human-centered workplace? HR will play a critical role in ensuring AI augments, not replaces, human interactions. They will need to foster a balance between using AI for efficiency and preserving empathy, emotional intelligence, and personal relationships in decision-making. 🔺How can HR use AI to predict workforce trends and prepare organizations for future changes? By analyzing data from various sources (e.g., industry trends, employee performance, and market dynamics), AI can help HR forecast hiring needs, anticipate skills gaps, and identify future talent requirements, allowing proactive workforce planning. ✅Ethical way of AI usage 🔺 Privacy 🔺 Unbiased approach 🔺 Trust and Transperancy 🔺 Robustness 🔺 transperancy in AI algorithms 🔺 Scalability for future #podcast #ai #technology #transform

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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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Insights from TalentInTalks: Navigating the Future of Talent Management in the Age of AI - An Industry perspective

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I am always looking for ways to transform L&D from a function that merely reports learning metrics to forecasting business performance. To achieve this, we must ensure strong collaboration with business functions. Sharing 3 standout strategies for you to enhance coordination between L&D and functional heads (insights from the conversation I had with L&D leaders in the Middle East in my recent webinar): Set up a ’Business excellence department' said Aysha Sulaiman from Rakez: - This team ideally reports to the Chief Strategy Officer who has full visibility of the organization's direction. - Hold cross-functional knowledge sessions to discuss and understand the upcoming business imperatives and accompanying skill needs. - Based on this understanding, use internal competency frameworks and gap assessments to tailor learning experiences. Samer Touma’s team from Chalhoub Group does it with ‘Business learning sponsors’: - Define job families and assign business learning sponsors for each. - Collaborate with sponsors to co-create targeted learning materials, to ensure expertise and endorsement from the respective function’s sponsors. - Encourage employees to opt for a learning platform with a ‘subscription model’. This fosters a habit of continuous upskilling. Suhrid Chaudhuri from Al Ghurair shared 2 key metrics that will make L&D an integral part of business decisions: - Performance Impact: This helps you discover connections between learning and job performance, and in the long term empowers you to predict the outcomes that a learning experience can generate. - Succession Readiness: This metric indicates the preparedness of employees to take on new roles, by assessing the availability of skills. These are highly impactful metrics, and you can measure these by integrating learning management with skills, talent, and customer experience data. I found these strategies extremely interesting and result-oriented. Have you implemented anything similar in your organisation? How do you enhance L&D and functional cooperation? #LearningStrategy #LnDStrategy #CHRO #CLO #CEO #LearningInspiration #Leadership #LnD #BusinessImpact #Skills #LearningAndDevelopment #HR #HumanResources #WorkplaceLearning #EmployeeTraining #SkillsDevelopment #Innovative #Disprz

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Mastering the Art of Strategic Synchronization by Let'sTalk Are Your Organization's Stars Aligned or Lost in a Galactic Black Hole? Mastering the Art of Strategic Synchronization The objective of this episode is to understand what strategic synchronization looks like in practice and how it can transform your organization from a scattered collection of depart... https://lnkd.in/dXxWqeja

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Human Centered Design Thinking with Science Based HR Listening starts by making an intentional effort to hear, while creating trust so others are willing to innovate, create and fail. We overlook the significance of intelligence within our own workforce, assuming other's know more or that is HAS to be another business model that will solve today's business challenges. People are an organizations greatest asset but also liability. Humans are extremely complex however despite popular opinion as each generation believes to be more "evolved" than the last, we are still relatively the same. (But never fear to tell you how back in their day how it was so much better) Humans need what they need but what they "want" is entirely independent, just like their personal and professional definitions of success. You see Science, has been around much longer than you and me, it comes with a rigorous process to confirm any findings by testing one's hypothesis or belief. Opinions, intuition, assumptions and "gut feelings" aren't really a thing in Science, because rarely are they accurate at what they/we believe them to predict, as we fail to ever truly reassess. It is as if we don't REALLY want to know if it is the best way of doing things. I myself am a recovering perfectionist, but over my professional career have intently LISTENED, studied, read and researched many of the complex challenges businesses face. Charting and documenting my own experiences, feelings and emotions, critically thinking when I was doing my best work and when I burned myself out. History has a way of teaching us certain things if we are willing to explore while time is always working against us. There is no "perfect system" when it comes to the complexities of business and people, unless we look take lessons from nature and biology. Certain things happen for certain reasons, let us not be blinded by outcomes/outputs as these are just distractions from addressing the actual diseases impacting your overall performance. Cause and effect or input and output, what goes up must come down and an object in motion stays in motion. Let's work together, in an collaborative way to tap into the valuable resource of feedback or collective intelligence (I like to call it) , just waiting on the front-line to build a culture and EX that accelerates business performance. The symptoms will always change until you identify the disease. Don't go chasing and addressing symptoms because it is like chasing ghosts, which can result in frustration, stress, and blame. #business #HR #consulting #partnership #sciencebased #leadership

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32 people !! That’s the size of the larges team I have handled. Leading talent management and Organization Development across 10 countries, alongside HR responsibilities for 4 countries, demanded a delicate balance between assessing organizational design and prioritizing business needs as an HRBP. I interacted with a diverse group spanning ages 23 to 52, including single parents and caregivers scattered across various time zones. Encouraging my team members to interact with senior leaders and present their recommendations empowered them to shine independently, ultimately establishing credibility with key stakeholders. This assistance in building credibility with senior stakeholders within the business proved advantageous to me in two crucial ways: 1. Streamlining decision-making and expediting solution delivery. 2. Cultivating a strong sense of ownership throughout the implementation process. Based on my experience managing remote teams with diverse needs and spanning different time zones, here are some valuable tips: 1. Build Trust: Build trust and rapport with team members through regular communication, feedback, and recognition of their contributions. 2. Empowerment: Provide support and empower team members to take ownership of their work. Encourage them to voice their ideas and concerns, and provide them with the resources they need to succeed. 3. Encourage Flexibility: Foster a culture of flexibility and understanding to accommodate the needs of team members in different time zones. Encourage autonomy and empower team members to manage their own schedules and prioritize tasks effectively. 4. Promote Inclusivity: Be mindful of inclusivity and make an effort to include team members from different time zones in discussions, decision-making processes, and social activities

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What an insightful few days at the #apexleadershipsummit2024. We asked hundreds of Public Sector #Leaders what #Leadership meant to them. Here are the #results. #Authenticity #Respectandkindness #Empowerment What does #Leadership mean to you, your team(s) and your organization?

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Changing HR Responsibilities in the 21st Century Bizmate HR Solutions https://lnkd.in/g96pe2Wc Excited to share that I was invited to speak at a webinar. Reflecting on insights from the webinar on "HR and Learning & Development Industry Expectations in the 21st Century." Here's sharing some key areas we delved into: Personalized Learning Experiences: In the era of personalized technology experiences, employees expect tailored learning opportunities that cater to their individual needs and preferences. Future Skills Development: As technology continues to advance and industries undergo digital transformation, HR and L&D professionals need to focus on developing future-ready skills. It's essential for HR practitioners to prioritize equipping employees with the skills necessary to thrive in tomorrow's workforce landscape. Our discussion encompassed a wide array of HR concerns, emphasizing the evolving nature of the profession and the pressing need to adapt and meet the expectations of modern workplaces. Grateful for the opportunity to engage with future industry leaders and discuss the path forward in shaping impactful workplaces! #hr #corporatetraining #personaldevelopment

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The Power Of 5S To Boost Productivity https://lnkd.in/dUpiFS6U For Regular updates: 1.WhatsApp group: https://lnkd.in/d7QsFydX 2. YouTube: https://lnkd.in/g7HYbVQW 3. Telegram: https://lnkd.in/dP2edJHa #Learntransformation #PowerOf5S #BoostProductivity #5SMethod #ProductivityBoost #WorkplaceEfficiency #LeanManufacturing #OrganizeAndOptimize #ProductivityTips #5SPrinciples #EfficiencyBoost #WorkplaceOrganization #Lean5S #ProductivityHacks #OrganizedWorkplace #5SSystem

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In times of change, we must be like water, adapting to our surroundings. Sun Tzu’s principle of flexibility is vital for HR. By embracing a mindset of agility, we can navigate transitions smoothly and ensure our organizations remain resilient. Let’s flow with change and thrive together! #ArtofWarHR #Agility #Resilience

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Change management process involves story telling. A manufacturing company wanted to shift the strategy from market driven to product driven to enhance growth of the company. Here is a story telling video of the same! #Changemanagement #Storytelling Torsten Kreiling Madhav Mukund Gisa Garmer Yogita Deshpande GPHR® Mariska Boog Paul Jansen

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𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐚𝐧 𝐇𝐑 𝐃𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐕𝐔𝐂𝐀 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 🌟 In a rapidly changing business environment, effective HR transformation requires embracing VUCA—Volatility, Uncertainty, Complexity, and Ambiguity. 𝐂𝐡𝐞𝐜𝐤 𝐨𝐮𝐭 𝐦𝐨𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐕𝐔𝐂𝐀 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 🔗 - https://lnkd.in/dvughNM7 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐇𝐑 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐟𝐮𝐞𝐥𝐞𝐝 𝐛𝐲:  𝐕𝐢𝐬𝐢𝐨𝐧𝐚𝐫𝐲 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠 💡 Maintaining a clear vision of goals provides direction and inspiration, ensuring alignment and motivation within the team. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐔𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 ✨ Embracing uncertainty as an opportunity for innovation and growth fosters a culture where experimentation is encouraged. 𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 🌐 Tackling complexity by breaking down intricate problems into manageable tasks and leveraging technology and collaboration simplifies processes. 𝐀𝐦𝐛𝐢𝐠𝐮𝐢𝐭𝐲 𝐀𝐝𝐚𝐩𝐭𝐚𝐭𝐢𝐨𝐧🛡 Cultivating an adaptable mindset allows for seamless strategy adjustments, ensuring flexibility and openness to new ideas. 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐚𝐧𝐝 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 🙌 Actively listening to team concerns and feedback creates a supportive environment where everyone feels heard and valued. This approach transforms an HR department into a dynamic, inclusive, and efficient entity.  𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐨𝐧 𝐕𝐔𝐂𝐀 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩, 𝐫𝐞𝐚𝐝 𝐭𝐡𝐞 𝐫𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐞𝐝 𝐛𝐨𝐨𝐤 🔗 - https://amzn.to/3WrX0zU  𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐟𝐮𝐫𝐭𝐡𝐞𝐫: 𝐁𝐞𝐬𝐭 𝐕𝐔𝐂𝐀 𝐐𝐮𝐨𝐭𝐞𝐬 𝐟𝐨𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 🔗 - https://lnkd.in/dvughNM7 Embracing visionary thinking, understanding uncertainty, managing complexity, and adapting to ambiguity are key to successful HR transformation. 🌟 Surbhi Bansal Garima Pahuja Mahak K Mansi Bathla Shruti Pandey

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🚀 Unlock the Power of Transformation! 🚀 In a world where organizations must adapt fast to stay competitive, transformation isn’t just an option; it’s a necessity. That’s why we’re excited to launch our latest podcast episode, "Future-Ready Leadership: OD Strategies for Lasting Impact", where Neeraj Bhardwaj, Director of Blue Wisdom, joins Satyendra Gaur, Business Head, Gujarat, Adani Realty, to discuss how OD strategies are shaping tomorrow’s leaders today. 🌍 🎙️ In this episode, discover: * Practical OD strategies for impactful leadership * The secrets to building agile, high-performance teams * How to align culture and strategy to drive sustainable growth These insights are crafted for leaders, HR professionals, and change-makers ready to take their organizations to the next level. 📩 Looking to transform your own team? Connect with Blue Wisdom for expert consulting, coaching, and training solutions that turn potential into action. Reach out to Neeraj Bhardwaj today to explore how we can support your organization’s journey. #LeadershipDevelopment #OrganizationalDevelopment #FutureReady #ODStrategies #TheODAdvantage #BlueWisdom #PodcastLaunch #ChangeLeadership #GrowthMindset #NeerajBhardwaj #TransformationJourney Listen now: Future-Ready Leadership: OD Strategies for Lasting Impact https://lnkd.in/dUBbQae3

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