Udaiy Khanna

Dr Sanjeev Dixit’s “soul of a monk” series It is often said and highlighted that “ Failure is stepping stone for success” which is true provided one is learning from his/her failure insightfully and instinctively. Even reverse is also true. I quote “ Success is invisible trap towards epic failure”. What I mean here is and I have seen as well in my corporate and normal life that once a SUCCESS is achieved through a particular method & style , the assumption and fake sense is built that same methods will again earn similar or bigger success but doesn’t happen as any method and style to achieve successful outcome is CONTEXTUAL which people forget in the euphoria of celebrating short lived success. That is what I call INVISIBLE TRAP which leads to EPIC FAILURE. We all should be mindful about this to ensure that success might be short lived but learning & insights derived from it is lifelong More than SUCCESS, FAILURE is liberating because it pushes us to try new things and allow us to build inherent tolerance & humility to commit mistakes. Success on other hand is like a slavery of self consciousness that how to now sustain it by all means closing many doors of experimentation and unconventional approaches. Think about it and share your reflections with in comments !!!!!!!! To FAIL is mantra of sustainable growth & success through F- Future & Forward looking A- Aim of I- Insightful & reflective L- Learning & Learning Another take on FAIL is F - Forever A - Authetic Attempt I - Into Insightful L - Learning & Learning So don’t be afraid to FAIL as it is good for our super growth and liberation. If not failed so far , try to experience it. Share your thoughts or anecdotes of your FAIL story #drsanjeevdixit #planc #soulofamonk #culture #leadership #author #culturefocusedstrategy #Fail #growth

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As children, we grew up listening to tales from the Ramayana, Mahabharata, and other ancient stories told by our grandparents. Those stories often spoke of “demons” with mystical powers. These demons could change their appearance at will, go anywhere, do anything, and speak however they pleased—so full of magical abilities. As I grew older, these stories started to feel like pure fiction. With science and logic dominating my thoughts, I dismissed them. “How could such beings with magical powers exist?” I wondered. But I was wrong. Mystical powers, and people skilled in them, do exist—even today. Don’t believe me? Look at the corporate world and leaders working there. Yes, you’ll find modern “mystics” right there! These people can transform themselves into anything: >> One moment, they’re leaders; the next, they’re mentors or coaches. >> One day, they’re personal branding experts; the next, they’re industry gurus with knowledge about everything. >> Suddenly, they become political analysts, historians, economists, market experts, or even constitutional specialists. >> Some even boast connections with top global management or influential leaders! >> One day, they’re finance experts, the next day, they’re digital marketers. >> Suddenly, someone becomes a leadership coach, and the next moment, they’re industry analysts. >> Some turn into strategy consultants, economists, or organizational behavior experts overnight. >> A few even boast connections with top executives or board members to strengthen their “credibility.” But beware! If you challenge their assumptions or question their decisions, their true forms emerge—manipulative, insecure, angry, aggressive, and quick to retaliate. After all, they are the modern-day “demons” with mystical powers. I’ve observed many such “talented” individuals. And now, I have to admit—mystical powers do exist, and there are people who’ve mastered them to perfection! #storytelling #corporateworld #leadership #personality #humanresource

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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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I had an interesting conversation with CEO Insights on integrating sustainability with business practices, that now they have published. You may find an interesting read and would love to have your views.

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#performance #performancereview #performancediscussion #performancemanagement #goalsheet #learningand development #Traininganddevelopment #leadershipcoaching #leadershipdevelopment Please find 7th episode on "The Bhagavad Gita Way of Performance Enhancement". Hope these insights based on teachings of Lord Krishna is helping the learning community in strengthening and enhancing the workplace performance. Request to share your comments. Thanks for your encouragement and support. Nidhish Singh, Bhavaysh Karria, Vishal Kishnani, Joy Banerjee, Chandra Shekhar Paliwal, Karan Gandhi, Sonalkumar Arora, MANISH RATHOD,

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#Corporate Lessons from Lok Sabha Elections 2024 #Key Takeaways for Business Leaders 1. Balance Central and Local Execution: National achievements must be complemented by strong local performance to address specific market needs. 2. Empower Local Leaders: Decentralize decision-making and hold local leaders accountable. Regular performance reviews ensure alignment and effectiveness. 3. Cultivate Continuous Improvement: Avoid complacency by encouraging a culture of learning, innovation, and proactive effort. 4. Address Local Issues: Stay attuned to local market conditions and develop strategies that address immediate concerns. 5. Align Vision and Mission: Clearly communicate the company’s vision and mission, ensuring everyone understands their role in achieving these goals. 6. Regularly Review and Adapt: Implement regular strategy reviews, using KPIs to measure success and adapt as needed. 7. Engage Stakeholders Continuously: Foster open communication channels with customers, employees, and partners to build trust and loyalty. 8. Maintain Humility: Avoid overconfidence, acknowledge challenges, and pivot strategies based on feedback and changing conditions. 9. Leverage National Achievements Locally: Use central achievements to build credibility while directly benefiting regional markets. By integrating these lessons, businesses can build resilient, adaptable organizations equipped for sustainable growth and future opportunities.

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Enjoyed #Listening to the Ted talk and picked up few key takeways - 1. Sometimes Your choice is only Yours, not Everybody's 2. The definition of right to Choose has Cultural connotations to it and being mindful of the same is important 3. Are your choices truly yours or are driven by your values, upbringing, ecosystem! 4. The value of choices depends on individual capability to perceive the difference between options. e.g. If brands matter to an individual, a white tshirt from Levi, UCB or Wrangler might seem as 3 choices, whereas for others it might be just one white tshirt 5. Choices not always offer opportunities but constraints 6. Should you or should you not, Never say #NO to choice 7. Are you comfortable in making both easy and difficult choice decisions through #self or ask for the lending shoulder with difficult choices 8. Removal of a sensing mechanism, helps in your choice decisions or make it otherwise? The answer is dependent on what are you trying to drive. An interesting example shared towards the end of the talk.  9. The story of limitless choices in many ways is not always a happy one, it stretches the narrative too thin.  #learnings #behaviors #mindset https://lnkd.in/gp2kUhXp

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#REIMAGININGHR Earlier this week, courtesy Dr. GP Rao, I attended a function of NIPM DNCR Chapter after a long  time. A goosebumps time meeting so many stalwarts.  AS usual the theme was on Role of HR. In HR professionals’ meetings, this is a regular topic. Sometimes, it seems so repetitive and banal. This is not to undermine the really great trail blazing work some people and organizations are doing. However, I feel, it is a time for reimagining everything related to HR. I have some weird ideas too. 1.        Why not reinvent even the name of NIPM? The least that could be done is to replace Personnel with People. 2.        I imagine HR as the weathercock of change. There is no reason why HR should not be the first to imagine the future skills requirement given the whitewater change engulfing all sectors and industries. Organizations like NIPM, ISTD, AIMA and NHRD can lead this effort. Just look at the work ATD, AMA, etc. do abroad. 3.        Government of India has lately been saying that India has to change from being the consumer of technology from the West and China to producer of technology for the use of the world. Likewise, what if these organizations can lead and support generation of research into future challenges. For example, what could be the cultural implications of androids and humans working together in shopfloors? Or, if China starts developing athletes right from the moment children are born, can somebody at least initiate research on grooming super workers or super managers? May sound weird, but why not? The least professional bodies can do is to build close linkages with research bodies worldwide. 4.        Many professional bodies jump from convention to convention as a ritual, feeling good on participation numbers and revenue. How many setup working groups for following up recommendations, codifying new thoughts, models and practices? 5.        Can these bodies think of seeding and growing learning academies for frontier research on HR issues, as well as serving skill requirements of member organizations? 6. Or, developing new models of human development picking threads from Indian knowledge system? Every meaningful progress starts from imagination. Why not collectively reimagine, instead of treading on the beaten tracks? What do my friends and gurus say? Dr. Anil K Khandelwal Ross Swan MSc Shiv Shivakumar TV Rao Pramod Solanki, Ph. D. Dr Aquil Busrai Debashis (Deb Ashis) Chatterjee Dr Virendra P Singh Anil Sachdev Uttam Lal Alka Mittal Prem Singh Niddodi Subrao Rajan Bimal Rath Mantrana Consulting Asia Coaching Network

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Sexual harassment free environment should be a part of the culture of the organization and it will never come from the "tick box" approach. https://lnkd.in/gMxtKXGC SAMAR MAHAPATRA #sexualharassment #posh #environment #culture #organisation #harassment #womanpower #woman #workplace #workculture #wellbeing #diversity #inclusion #poshact #laws #Compliances #HR #humanresource #people #prevention #organisations #legal #obligations

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Impeccable Qualities of Successful Men & Women in India 1. Dr. Abdul Kalam - Visionary Leadership: Dr. Kalam's ability to inspire and lead with a clear vision is a quality worth learning. 2. Mother Teresa - Selflessness and Empathy: Mother Teresa's unwavering commitment to serving others is a powerful lesson in selflessness and empathy. 3. Ratan Tata - Strategic Thinking: Ratan Tata's ability to think strategically and make informed decisions is a valuable quality for professionals. 4. Kumar Mangalam Birla - Adaptability: Birla's ability to adapt to changing business environments and evolve with the times is a key quality for success. 5. Narayana Murthy - Integrity: Murthy's unwavering commitment to integrity and ethics is a vital quality for personal and professional growth. 6. Nandan Nilekani - Innovation: Nilekani's ability to think outside the box and drive innovation is a valuable quality in today's fast-changing world. 7. Lata Mangeshkar - Perseverance: Lata Mangeshkar's dedication to her craft and perseverance in the face of challenges is a quality worth emulating. 8. Adi Godrej - Resilience: Godrej's ability to bounce back from setbacks and stay resilient is a key quality for achieving success. 9. Sudha Murthy - Humility: Sudha Murthy's humility and willingness to learn from others is a valuable quality for personal growth. 10. M.S. Dhoni - Calm under Pressure: Dhoni's ability to remain calm and composed under pressure is a quality that can benefit individuals in both personal and professional life. 11. Virat Kohli - Passion: Kohli's passion for his craft and his ability to stay motivated is a quality worth learning. 12. Amitabh Bachchan - Reinvention: Bachchan's ability to reinvent himself and stay relevant in a changing industry is a valuable quality for professionals. These individuals demonstrate a range of qualities that can inspire and guide personal and professional development.

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How should we interact with #Boards ? As HR Leaders we should be on #Whatsapp with Boards. Boards are very active and contributing these days. The #Powerdistance days are a #Passé. If we prepare well (really really well), talk the same (business) language, apply all the workshops learnings we do on influence and personal brand for ourselves, offer workable economic solutions for growth and sustainability of the company, Boards are more than happy #EngagingwithHR beyond just Governance, NRC and Succession for bringing desired #Change to help implement #Orgstrategy. As industries are converging with Technology, how do organisations gravitate towards #bifocal rewards approach? Bi-focal rewards are a reality. #Transparency and #Communication on the job content, #Jobbands help build buy-in amongst employees, reduce noise in long run. (Since pay confidentiality doesn't exist in practice, its better to provide the rationale transparently ) #Startups have made long term incentive a core preposition of their total rewards, are there some lessons for #IndiaInc? Depends, if an org is well funded, variable pay is a better tool for linkage with internal performance or project milestones. #Stocks or #LTIPs are there to retain Executive or Top Talent (any level) with an intention to help them create wealth. This would yield the desired result when linked to external performance of the organisation on #Markets (Stock exchange). Are traditional #Internal #Equity paradigms limiting in their effectiveness of Executive pay in India? Yes, we are trying to apply a socialist approach to a #Capitalist paradigm. At the #Executive_level, growth, competition and discretionary effort will drive improvements. Hence we should let the free market discover the right price, and let the benchmarks be a base for discussion. Whereas at the #Middle_tier one needs a #Democratic approach, with certainty on career paths, and some regulation and redistribution of wealth. Whereas at the #Working_tier, its #Communism, medical care, protection, and equal distribution of work and pay. In the end, benchmarks, and best practices should be respected, but implemented with #Organisation #Context as primary in mind. One of my most educating panel discussions in recent times, technical yet simple enough. Live examples engaged the audience, leaving them in splits twice, and had them clapping twice as well. Thank you Pritish Gandhi for those intriguing questions and selecting such a diverse panel from MNC (Retail, IT ITES), Indian MNC (Manufacturing) and Big 5 Law Firm. Thank you Mukta Nakra and Ira Gupta. It was a pleasure sharing the stage with you. And thanks to the lovely audience for motivating us with those laughs and claps. And of course Peoplematters for the platform. #TechHRIN #InspirationToAction #HR #ExecutiveRewards #PayEquity #ESG #digitisation #technology #TotalRewards #lessons #NRC #governance

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Recently, while having a quick chat with my CEO Vibhav Agarwal, he mentioned this book - The Courage to Be Disliked by Fumitake Koga and Ichiro Kishimi prompting me to revisit it and wow—what an eye-opener, again! Revisiting this at this stage of my life has given me a deeper understanding of the concepts of personal freedom and relational dynamics. Reflecting on this thought-provoking book, here are my key takeaways: • Self-Acceptance Over Approval: It challenges the need for external validation, encouraging self-acceptance and personal growth. • ⁠Courage to Be Unpopular: True freedom lies in the courage to stand by our values, even if it means facing criticism. • ⁠The Power of Perception: Adlerian philosophy teaches us that changing our perspective can transform our lives. • ⁠Building Authentic Relationships: Focus on genuine connections rather than societal expectations. #PersonalGrowth #MindsetShift #BookReview #CourageToBeDisliked #AdlerianPsychology #SelfAcceptance #Leadership

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Dr Sanjeev Dixit’s “SOUL OF A MONK” series Outcome of 2+2 is 4 and even 3+1 is 4 and so is 6-2 is 4 So with same outcome of 4, which one of the above three perspectives are right ?? Answer is all are leading to same outcome so it is foolish to say one perspective or approach is better than others. The comparison between perspectives regarding which one is better than others come more from judgemental mindset of COMPLIANCE than RESPECT. Moment leaders and others ( we all) start Respecting each other diverse perspectives with common goals and objectives there will be more harmony , synergy, trust, mutual understanding and admiration, collaboration & team spirit and much faster and sustainable way of achieving the outcome. This is #PLANC Thus RESPECT is key for sustainable development and co-living through R - Recognition of Diversity E - Elimination of judgemental mindset S - Synergy between different & diverse P - Perspectives E - Encouragement of C - Collaboration & Co-living for T - Trust & Team spirit So RESPECT leads to sustainable RESULTS through SYNERGY in DIVERSITY #drsanjeevdixit #planc #culturefocusedstrategy #respect #culture #author #soulofamonk

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Dr Sanjeev Dixit’s “SOUL OF A MONK” series Outcome of 2+2 is 4 and even 3+1 is 4 and so is 6-2 is 4 So with same outcome of 4, which one of the above three perspectives is right ?? Answer is all are leading to same outcome so it is foolish to say one perspective or approach is better than others. The comparison between perspectives regarding which one is better than others come more from judgemental mindset of COMPLIANCE than RESPECT. Moment leaders and others ( we all) start Respecting each other diverse perspectives with common goals and objectives there will be more harmony , synergy, trust, mutual understanding and admiration, collaboration & team spirit and much faster and sustainable way of achieving the outcome. This is #PLANC Thus RESPECT is key for sustainable development and co-living through R - Recognition of Diversity E - Elimination of judgemental mindset S - Synergy between different & diverse P - Perspectives E - Encouragement of C - Collaboration & Co-living for T - Trust & Team spirit So RESPECT leads to sustainable RESULTS through SYNERGY in DIVERSITY #drsanjeevdixit #planc #culturefocusedstrategy #respect #culture #author #soulofamonk

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Dr Sanjeev Dixit’s “SOUL OF A MONK” series Outcome of 2+2 is 4 and even 3+1 is 4 and so is 6-2 is 4 So with same outcome of 4, which one of the above three perspectives is right ?? Answer is all are leading to same outcome so it is foolish to say one perspective or approach is better than others. The comparison between perspectives regarding which one is better than others come more from judgemental mindset of COMPLIANCE than RESPECT. Moment leaders and others ( we all) start Respecting each other diverse perspectives with common goals and objectives there will be more harmony , synergy, trust, mutual understanding and admiration, collaboration & team spirit and much faster and sustainable way of achieving the outcome. This is #PLANC Thus RESPECT is key for sustainable development and co-living through R - Recognition of Diversity E - Elimination of judgemental mindset S - Synergy between different & diverse P - Perspectives E - Encouragement of C - Collaboration & Co-living for T - Trust & Team spirit So RESPECT leads to sustainable RESULTS through SYNERGY in DIVERSITY #drsanjeevdixit #planc #culturefocusedstrategy #respect #culture #author #soulofamonk

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What a brilliant & candid interview with our Chairman Sri Anil Agarwal, Vedanta Resources ...... repository of wisdom ...must watch. Huge learning for all of us . How an entrepreneur visualises the dream. Anil Agarwal Sonu Sharma podcast

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Congratulations Mahayuti for thumping and impressive win after Loksabha setback Career and politics is simply one and same like a game of chess , where we can’t undo a move but we can make the next one better! #careerplaning #employeefirst #HRpolicies #BusinessDrivenHR #HRLeadership #StrategicHR #PeopleAndCulture #HRTransformation #LeadershipStrategy

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Very Interesting one : CEOs need CHROs who think like CEOs. They need captains who can chart a course for the future, aligning HR strategy with the company’s long-term voyage. Gone are the days when HR departments were synonymous with dusty policy manuals and overflowing stapler drawers. Today’s CHRO is a strategic architect, a growth engine, and a champion for change. #HR #CHRO #Leaders #CEO So, the question : is this true ? or are you ready to step up ?

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Dr Sanjeev Dixit's "SOUL OF A MONK" series World is full of "I"s than "WE"s "I" here refer to EGO. " I have done everything ", " I am supreme & indispensable " etc etc. Dictionary meaning of EGO is "your idea or opinion of yourself, especially your feeling of your own importance and ability" Point is whether this self perception and image is real or authentic or fake and inflated. EGO is a killer of great talent as it act as a pin if Talent is a inflated balloon. EGO also kills relationships and trust and mostly such people are loners as always surrounded by hyenas of sycophants who leaves once tide turns. EGO is like a fire 🔥 which if utilise well can give light & heat but if not handled well can even inhalate the person carrying it, and most of the time later is true. So avoid EGO and embrace HUMILITY as EGO will make the person E- Earnestly & Easily G - Getting O- Obsolete So choice is clear but easier said than done but then who said non ego sustainable growth and success is easy. #drsanjeevdixit #planc #soulofamonkseries #culture #author #culturefocusedstrategy

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