Vivek Arora - SHRM-SCP, PMQ’s Post

This is happening today. Bias is one of those areas of exploration: the more one engages, the more nuances appear. The more bias-aware we get, the richer our lives become. Engaging with biases is also the emotionally intelligent choice to admit there are unknown frontiers to be explored. Then, stepping in with curiosity and courage. I am very excited to see what this conversation will bring to the fore. Watch this space.

Starting the week with reinforcing the takeaways from this conversation. Thank you, Aparna Devagiri for suggesting me for this and CII Indian Women Network for the invite. Thanks to Lakshmi Mukkavilli for kicking the conversation off with a calm and nuanced assessment of the topic on hand, the panelists, Hema M Srinivas and Heera Ganjikota for your superbly thought out insights, analyses and stories, Anusha Mandavilli POSH Advisor for moderating with keen listening and immense kindness. I am thinking back to the number of smiles and head nods in that conversation: Always a marker of a great time by everyone. Takeaways from the session for me were - How being at the receiving end of biased behaviour changes the trajectory of our own work, life and behaviour in response. That this comet has a long tail - To remember how bias helps no group in the long run, and yet, in and of itself, it is neither good nor bad. It is a neurological wiring and a cognitive shortcut. Our best bet is to be aware of them and operate accordingly - To not forget that we too operate from biases and to check in with accountability partners and truly listen (after the first instinct to say, "That's not me. I mean well") - To hold ourselves and our leaders to high standards of behaviour and prioritise impact over intent - Not fall prey to the actor-observer bias. (If I do something, it is because of external factors, others do it because of innate behaviour. Ex. As head of a business, when I laid off teams, it is because our business is glum/ funding dried up / we don't have runway; but when I read about others doing the same, I laugh derisively and say, "irresponsible capitalists" - Noting when conscious biases begin to creep up and try to pass into "This behaviour alone has got us to this point" and proceed to (mis)file it under high performance culture / bias for action

From The White House to Your House: 3-Part Series Shaping the Future: The Political Landscape and Next Steps for All People Join us for an insightful LinkedIn Live session where we delve into the evolving political landscape and explore actionable steps to foster inclusivity, equity, and empowerment for all. In these sessions, we will discuss: 1. Current trends shaping local, national, and global policies. 2. Key challenges and opportunities for communities across the spectrum. 3. Strategies for individuals and organizations to actively contribute to positive change. Why Attend? Whether you’re an engaged citizen, a professional navigating policies, or someone passionate about fostering progress, this conversation will provide insights and actionable takeaways to help you MAKE AN IMPACT. https://lnkd.in/eAPmU_2K Together, let’s explore how we can build a better tomorrow for everyone. LET"S GROW! TOGETHER! #LinkedInLive #naaahr #goingbeyondtheproject #workforceculture #PoliticalLandscape #DEBI #Inclusivity #supplierdiversity #wheredoistand #FutureLeadership

Neurodivergent??? Those with heightened empathy and/or sensitivity are referred to as empaths or HSP. It’s not a “woo woo” thing, It’s just something society isn’t aware of or comfortable with, YET. Many of your employees or team members are neurodivergent; meaning, they process information differently and experience the world through a different lens. When better understood, the unique abilities of the neurodivergent can bring exceptional value to organizations (who generally rely heavily on neurotypicals). Diversity has many forms and it’s a significant component of innovation (remaining relevant and significant in business). Better understanding and relating to your employees will inspire elevated levels of engagement (efficiency/productivity). Today’s leader has long abandoned transactional approaches to work and management. ENGAGE Teams 360 is here to help guide and inspire you through keynotes, trainings and books, starting with the EMOTIONAL INTELLIGENCE book, Pink Is The Color of Empathy.

I’m looking forward to speaking at the VIC HR Leadership Summit on HR’s Role in Shaping an Adaptive Workforce. With organisations facing challenges from AI integration to shifting workforce demographics, HR has never played a more crucial role. I’ll be exploring how HR can lead the way in creating high-performing, adaptive workforces. I'll share practical strategies for building the capabilities needed for future success while fostering a culture that balances performance and well-being. Come along to hear insights on how we can navigate the complexities of the modern workplace and drive long-term performance and growth! HR Leadership Network (APAC) X Culture Edge

Leaders, Innovators, and Change-Makers! Are you feeling the burn tirelessly attempting to boost your team's drive? Maybe you've already identified disengagement in your business. But… …that's the easy bit! The hard part… …is rekindling that fire, aligning everyone to move towards your collective dream! Here's the truth: Old-school "performing seal" recognition techniques don't work any more. Your teams don't need any more fish! We're now in the era of Innovative and Inclusive Recognition. It's about embracing the unique spark each individual brings to your company. Yes, every single team member is integral to the ecosystem within your company walls!! Based on our collective experience at SUMMIT, leaders must recognise that a one-size-fits-all approach to recognition and engagement isn't how to do it today. Working together, we’re not merely adapting. Together, we're setting the standard for what an engaged workforce looks like. That's the destination to aim for. Join me on this crusade for a 'People-First' ethos. Change things around so your people are the celebrated champions! Remember, your team is not just part of the journey. They ARE the journey. Prioritise them. Celebrate them. And watch your business transform!

𝐔𝐧𝐢𝐪𝐮𝐞𝐧𝐞𝐬𝐬: 𝐓𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐒𝐤𝐢𝐥𝐥 𝐢𝐧 𝐭𝐡𝐞 𝐀𝐠𝐞 𝐨𝐟 𝐀𝐈 𝐚𝐧𝐝 𝐀𝐮𝐭𝐨𝐦𝐚𝐭𝐢𝐨𝐧  As artificial intelligence and automation reshape the workplace, one question becomes critical: 𝐖𝐡𝐚𝐭 𝐦𝐚𝐤𝐞𝐬 𝐡𝐮𝐦𝐚𝐧𝐬 𝐢𝐧𝐝𝐢𝐬𝐩𝐞𝐧𝐬𝐚𝐛𝐥𝐞? The answer lies in our 𝐮𝐧𝐢𝐪𝐮𝐞𝐧𝐞𝐬𝐬—our creativity, empathy, and individuality.  In an era where machines outperform us in repetitive tasks, our ability to think innovatively, solve complex problems, and build meaningful connections sets us apart. However, many individuals and organizations fail to recognize or utilize these unique strengths.  Here’s why uniqueness matters now more than ever:  1️⃣ For Individuals: Knowing your unique talents and strengths is your greatest asset in an automated world. It helps you thrive in roles that align with your abilities and values.   2️⃣ For Teams: High-performing teams leverage the diverse strengths of their members, creating innovation and harmony by focusing on what each person does best.   3️⃣ For Leaders: Modern leadership is about recognizing individuality, fostering strengths, and tailoring communication to motivate and empower employees effectively.  𝐇𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐮𝐧𝐥𝐨𝐜𝐤 𝐮𝐧𝐢𝐪𝐮𝐞𝐧𝐞𝐬𝐬? Tools like the BG5 help individuals and organizations uncover innate strengths and apply them strategically to achieve success. By aligning roles with natural talents, teams become more efficient, innovative, and motivated.  In a time of rapid change and increasing competition, uniqueness isn’t just a personal advantage—it’s the key to future-proofing careers, teams, and organizations.  Want to dive deeper into how uniqueness can transform your work and leadership? Read the full article on my blog (🔗https://lnkd.in/e-pvmj3S) to explore practical tools, examples, and strategies for embracing individuality in the workplace.  Let’s redefine the future of work—together.

𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐖𝐡𝐨 𝐈𝐠𝐧𝐨𝐫𝐞 𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐬 𝐅𝐚𝐢𝐥. 𝐇𝐞𝐫𝐞'𝐬 𝐖𝐡𝐲 🧠❤️ 𝐓𝐡𝐞 𝐬𝐜𝐢𝐞𝐧𝐜𝐞 𝐛𝐞𝐡𝐢𝐧𝐝 𝐰𝐡𝐲 𝐈𝐐 𝐚𝐥𝐨𝐧𝐞 𝐰𝐨𝐧'𝐭 𝐜𝐮𝐭 𝐢𝐭 𝐚𝐧𝐲𝐦𝐨𝐫𝐞... The Best Leaders know they can't ignore Emotions. Emotional intelligence drives success: Harness Emotions: A Guide for Leaders Every day, leaders face emotional challenges. 𝐓𝐡𝐞𝐲 𝐟𝐞𝐞𝐥: ↳ conflicted ↳ introspective ↳ overwhelmed 𝘐'𝘷𝘦 𝘧𝘦𝘭𝘵 𝘪𝘵 𝘵𝘰𝘰- 𝘪𝘵'𝘴 𝘵𝘰𝘶𝘨𝘩. Emotional intelligence isn't just a personal skill. It shapes entire organizations and needs focused attention. 𝘛𝘩𝘦 𝘣𝘦𝘯𝘦𝘧𝘪𝘵𝘴 𝘢𝘳𝘦 𝘤𝘭𝘦𝘢𝘳: 𝐀𝐜𝐜𝐨𝐫𝐝𝐢𝐧𝐠 𝐭𝐨 𝐫𝐞𝐜𝐞𝐧𝐭 𝐬𝐭𝐮𝐝𝐢𝐞𝐬 ↳ Emotionally intelligent leaders foster better team dynamics. • Workplaces with high emotional intelligence see improved collaboration.   • Organizations become more adaptable to change.   • Leaders who understand emotions can inspire and motivate their teams effectively. 𝗡𝗼𝘁𝗲 𝘁𝗵𝗲 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 𝗖𝗵𝗲𝗮𝘁 𝗦𝗵𝗲𝗲𝘁 𝑹𝒆𝒄𝒐𝒈𝒏𝒊𝒛𝒆 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒔: ↳ Identify your feelings ↳ Don't suppress them 𝑻𝒂𝒌𝒆 𝑺𝒊𝒎𝒑𝒍𝒆 𝑺𝒕𝒆𝒑𝒔: Use practical strategies to manage emotions. 𝑨𝒅𝒗𝒊𝒄𝒆 𝒇𝒐𝒓 𝑳𝒆𝒂𝒅𝒆𝒓𝒔: ↳ Foster emotional awareness ↳ Leaders can feel overwhelmed too ↳ Understanding your emotions helps you lead better Why It's Important? 𝑬𝒎𝒐𝒕𝒊𝒐𝒏𝒂𝒍 𝒊𝒏𝒕𝒆𝒍𝒍𝒊𝒈𝒆𝒏𝒄𝒆 𝒆𝒏𝒉𝒂𝒏𝒄𝒆𝒔 𝒆𝒗𝒆𝒓𝒚𝒐𝒏𝒆'𝒔 𝒆𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆 𝒂𝒏𝒅 𝒑𝒆𝒓𝒇𝒐𝒓𝒎𝒂𝒏𝒄𝒆. ↳ Leaders, you set the emotional tone. ↳ If a team feels understood, they can thrive. 𝐀𝐜𝐭 𝐍𝐨𝐰. 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐞𝐦𝐨𝐭𝐢𝐨𝐧𝐚𝐥 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 𝐭𝐨𝐝𝐚𝐲. ♻️ ReThink reEntry with us! Share and follow Indiana Reentry Corporation. Your engagement builds stronger communities. Connect today! 

HR leaders will play a crucial role in 2025. Navigating the massive changes we will deal with in2025 requires resilience and strategic thinking. I started to think: - How can HR support employees during tough times? - What strategies can HR implement to maintain morale? - How can HR leaders prepare for future uncertainties? Here are some key steps HR leaders can take to navigate economic uncertainty in 2025: → Prioritize employee well-being. Economic uncertainty can cause stress and anxiety. Providing mental health support and flexible work options can help. → Enhance communication. Transparent and frequent communication builds trust. Keep employees informed about changes and company performance. → Invest in training and development. Upskilling employees ensures they are prepared for new challenges. It also boosts morale and engagement. → Foster a culture of resilience. Encourage a growth mindset and adaptability. Celebrate small wins and learn from setbacks. → Plan for various scenarios. Develop contingency plans for different economic outcomes. This ensures the company can pivot quickly when needed. Economic uncertainty is challenging, but HR leaders can navigate it successfully. Focusing on employee well-being, communication, and development, are the way to lead organizations through 2025 with confidence. So dare to lead with resilience and strategy, your team will thank you. What do you think?

"I feel that I am a part of the team whose responsibility is to create the right professional, safe, secure environment that doesn't really have a fear of failure as such but is challenging enough to push people." - Rahul Dravid, after India's T20 World Cup victory. What Dravid is describing has been trending in management circles for years - it's called psychological safety, a concept companies are increasingly trying to implement. What Dravid is describing has been trending in management circles for years - it's called psychological safety, a concept companies are increasingly trying to implement. This approach doesn't just increase the winnability of sports teams; it's equally powerful in the workplace. Psychological safety boosts productivity, unlocks employees' potential, and allows people to be their authentic selves at work. It fosters creativity, enhances collaboration, and improves overall employee well-being. In today's fast-paced business world, when team members feel safe to express ideas, take calculated risks, and learn from mistakes without fear of ridicule or punishment, the entire organization benefits. Leaders, take note: cultivating this environment is key to unlocking your team's full potential. Are you creating a workplace that embodies Dravid's philosophy? #WorkplaceCulture #PsychologicalSafety #LeadershipLessons