Latha Rajan

Poonam Gupta Khan on Performance consulting assignments: Who is the real client? What is the end outcome? Meet them where they are & through dialogue help them deepen their own perspective and understanding says Poonam. "Dont take the initial Client input at face value, have a dialogue that helps them deepen their own understanding of the purpose, help them reach out to their peers & teams to deepen diagnosis" Opines Poonam, her Podcast goes Live next Monday - 22Apr24 - watch this space... #performanceconsulting #learninganddevelopment #leadershipdevelopment #talentmanagement #saiacuity #themondaymorninglearningpodcast #india

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Elevate your succession planning strategy to new heights with the perfect finishing touch- COACHING! Come join us for an exciting conversation on 'Coaching as a strategic driver for efficient Succession Planning’ with the top coaches of India. Understand how you can build the most high-performing teams, assess your team’s competencies, identify areas for growth, and develop master plans to prepare the most suitable successors.

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Democratizing Opportunities: Unleashing India’s Hidden Talent Imagine a world where talent is everywhere, but opportunities are not. In India, countless skilled individuals miss out on growth because their talents don’t match available opportunities. We bridge this gap to ensure everyone has access to roles that match their skills and potential. Here’s how we’re making this happen and why it matters to you. India’s Untapped Talent Pool Think about the vast pool of talent in India: military veterans, people from disadvantaged backgrounds, and women. These individuals have immense potential but often miss out on opportunities due to mismatched skills. Military Veterans: Consider a veteran who has dedicated years of service to the nation. They bring incredible experience, discipline, and leadership. Yet, transitioning to civilian jobs can be tough. We use AI-driven insights to match their unique skills with suitable roles. Imagine the joy of a veteran finding a job that values their service and skills. Disadvantaged Backgrounds: For many from disadvantaged backgrounds, systemic barriers block their path to employment. Picture a young man from a small town, brimming with potential but without the means to showcase his abilities. By focusing on skills rather than just qualifications, we help him access opportunities he deserves, breaking through those barriers and changing his life. Women in the Workforce: Imagine a young woman facing immense pressure at home to prioritize family responsibilities over her career aspirations. She wants to join the workforce, to be independent. We’re committed to inclusive hiring practices that support women’s careers and enable those looking to return to work after career breaks, providing them with the support they need. Our Approach to Making a Difference Spotlight on Strengths: We believe in recognizing what makes you unique. We highlight your strengths and match them to the right roles, seeing beyond job descriptions to understand your true potential. Tailored Recruitment: Imagine a recruitment process designed just for you. With AI and real-time insights, we craft strategies aligning with your goals and organizational needs. It’s about creating the perfect match for long-term success. Engaging Communication: We know everyone connects differently. That’s why we use diverse formats—from guides and articles to videos and webinars—to ensure effective communication. This variety helps you feel informed and included. Join Us in Democratizing Opportunities Let’s transform your talent acquisition strategy with CephalX. Partner with us to build a workforce where everyone has equal access to opportunities. How has a lack of opportunities impacted your career? Share your experiences and insights in the comments below! Email: lalit.khosla@cephalx.net Phone: +91 91686 88060 #TalentAcquisition #DemocratizingOpportunities #Inclusivity #HR #CephalX #WorkCulture #TimelessTruths #DisruptingRecruitment

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𝐌𝐚𝐤𝐞 𝐏𝐞𝐨𝐩𝐥𝐞 𝐅𝐞𝐞𝐥 𝐈𝐧𝐜𝐥𝐮𝐝𝐞𝐝: 𝐀 𝐊𝐞𝐲 𝐭𝐨 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 All great leaders know this truth. They invest time, effort, and often resources to ensure that inclusivity is at the heart of their strategy. Here’s how: 🔹𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐧𝐠 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐭 𝐃𝐚𝐭𝐚 𝐏𝐨𝐢𝐧𝐭𝐬: Before finalizing any strategy, gather insights from all stakeholders. This ensures everyone feels 'heard' and valued in the decision-making process. 🔹𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐅𝐨𝐫𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧: Strategies shouldn’t be confined to boardroom decisions made by a select few. Instead, every colleague, every eye and ear of the organization, should have representation. This diversity of input leads to more comprehensive and effective strategies. 🔹𝐒𝐞𝐧𝐬𝐞 𝐨𝐟 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩: When people are part of the strategizing process, they are more likely to buy into it. This inclusivity fosters a deep sense of ownership and commitment towards the strategy, driving collective effort and enthusiasm. The Results? 🔹 𝐈𝐝𝐞𝐚 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐒𝐞𝐠𝐫𝐞𝐠𝐚𝐭𝐢𝐨𝐧: A diverse pool of ideas leads to better filtration and segregation, ensuring only the best strategies move forward. 🔹 𝐑𝐞𝐯𝐢𝐬𝐢𝐭𝐢𝐧𝐠 𝐌𝐢𝐬𝐬𝐢𝐨𝐧, 𝐕𝐢𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐕𝐚𝐥𝐮𝐞𝐬: This inclusive approach often prompts a beneficial revisit and realignment of the organization's core mission, vision, and values. 🔹 𝐓𝐞𝐚𝐦 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠: Collaborative strategizing naturally strengthens team bonds, fostering a spirit of unity and teamwork. 🔹 𝐃𝐚𝐭𝐚 𝐂𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: Gathering diverse data points enriches the strategic framework, making it robust and well-rounded. 🔹𝐔𝐧𝐩𝐚𝐫𝐚𝐥𝐥𝐞𝐥𝐞𝐝 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐢𝐭𝐲: The feeling of inclusivity boosts morale, leading to a renewed sense of answerability and loyalty towards the organization. By ensuring everyone is included, you’re not just building a strategy—you’re building a community. #mannsi, #mannsiagrawal, #communication, #communicationcoach, #trainer, #leadership, #skills, #communicationskills, #communicationexpert, #communicationtips, #keynotespeaker, #keynote 

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As organizations navigate through the ever-evolving landscape of business, one crucial element stands tall amidst the change: Organization Design Thinking. It's not just about structuring roles and responsibilities, but about sculpting an ecosystem where efficiency thrives and innovation flourishes. Reflecting on history, let's journey back to the construction marvels of ancient Egypt—the majestic pyramids. The intricate labor division, showcased brilliantly in the building process, exemplifies the essence of organization design. Each worker had a designated role, meticulously orchestrated to achieve monumental goals. From quarrying stones to intricate carving, every task was streamlined to perfection, akin to Galbraith's Star Theory in modern organizational design. Fast forward to the present, where the advent of Artificial Intelligence reshapes industries at an unprecedented pace. Organizations must adapt or risk falling behind. Here's where the significance of organization design becomes paramount. Just as the architects of the pyramids understood the importance of structured labor, modern businesses must grasp the essence of strategic organization design. Galbraith's Star Theory offers a compelling framework. It identifies five critical components—strategy, structure, processes, rewards, and people—interconnected like constellations, shaping the organizational universe. In the era of AI, understanding these components is not merely advantageous but essential for survival. With AI augmenting traditional roles and introducing new ones, organizations must reassess their structures to uncover where their true value lies. By embracing organization design thinking, companies can unearth efficiencies, unleash innovation, and position themselves at the forefront of their industries. In conclusion, the journey from the ancient pyramids to modern organizational structures highlights the timeless importance of thoughtful design. Let's harness the power of organization design thinking to ensure that businesses not only endure but thrive amidst the winds of change. #organizationdesign #hrconsulting #futureofwork #innovation #fractionalhr

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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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𝙄 𝙖𝙢 𝙛𝙖𝙘𝙞𝙣𝙜 𝙘𝙖𝙧𝙚𝙚𝙧 𝙨𝙩𝙖𝙜𝙣𝙖𝙩𝙞𝙤𝙣 𝙖𝙣𝙙 𝙄 𝙬𝙖𝙣𝙩 𝙩𝙤 𝙡𝙚𝙫𝙚𝙡 𝙪𝙥 𝙢𝙮 𝙘𝙖𝙧𝙚𝙚𝙧. 𝙃𝙚𝙣𝙘𝙚 𝙄 𝙝𝙖𝙫𝙚 𝙤𝙥𝙩𝙚𝙙 𝙛𝙤𝙧 𝙘𝙤𝙖𝙘𝙝𝙞𝙣𝙜 𝙛𝙧𝙤𝙢 𝙮𝙤𝙪. One of my clients said. This time, I used a unique template for my coaching. I thought of sharing it with you. It is a 𝗟𝗲𝘃𝗲𝗹 𝗨𝗽 𝗝𝗼𝘂𝗿𝗻𝗮𝗹. ⬆️ This worked extremely well. I asked my client what factors can help him overcome career stagnation, and he listed a few pointers, such as networking and skill development. We made a SMART action plan, listed all the points, and asked a client to map the progress and challenges faced for almost two months. This helped the client to get clarity, and then we developed an action plan. You can also use this Level Up career Journal Template for your clients. In this format: 𝗗𝗮𝘁𝗲: The date of the entry. 𝗚𝗼𝗮𝗹/𝗔𝗰𝘁𝗶𝗼𝗻 𝗜𝘁𝗲𝗺: The specific goal or action item being addressed. 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 𝗠𝗮𝗱𝗲: Details of progress towards the goal or action item. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗙𝗮𝗰𝗲𝗱: Any obstacles or challenges encountered. 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀/𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Personal reflections, insights gained, or lessons learned from the experience. This format allows for tracking progress, identifying challenges, and reflecting on insights gained along the way, which can be valuable for coaching purposes. Adjust the columns or add additional ones to tailor to specific coaching needs. Did you find it useful? Let me know in the comment section. #coaching #executivecoaching #career

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Leadership is not about proving one’s superiority. 👑 It's about inspiration, empowerment, and fostering an environment that nurtures growth and innovation. 5 Ways I use to bring out the best in employees. 1. Training and Development Programs Provide various training programs and workshops, aligned with their employees' roles and future ambitions. These programs not only enhance their skills but also empower them to take on larger responsibilities and challenges. 2. Mentorship A great leader acts as a mentor, offering guidance and sharing experiences that can help the employee navigate their professional journey. Regular one-on-one sessions can provide an opportunity for the leader to offer personalized advice and constructive feedback. 3. Resources and Tools Providing the right technological and logistical resources can greatly enhance an employee's productivity and efficiency. This includes everything from advanced software and hardware to a conducive work environment. 4. Opportunities for Growth Leaders can create opportunities for their employees to take on new challenges, lead projects, or participate in key decision-making processes. Such experiences can help them grow, learn, and gain confidence. 5. Recognition and Rewards Recognizing an employee's efforts and achievements can significantly boost their morale and motivation. Leaders can implement a robust reward system that acknowledges outstanding performance and fosters healthy competition and motivation within the team. Share ♻ this content from Ashesh Shah to help improve #leadership.

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This is not about writing an article on Coaching or its nuances, its about being in a profession which gives you profound gratification and great contentment witnessing a genuine smile, a glint in the eyes, a meaningful handshake -- enough to make your day.   Coaching the word itself is enough and says a lot, with time you realize the enormous responsibility attached to it, touching the right chord, making a person believe in his/her own potential. The acceptance of making changes in their current views/perspectives, aspiring to evolve, to enhance hidden potential, ready to make the effort to become an improved self – gives a coach immense sense of satisfaction. Your sincere motives have resulted in changing someone for the better.   “It is not about making your own “Mark”, but helping others make theirs.” #coaching #profession #corporateworld #responsibility #humannature #improvement #professional

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#coaching #leadership Test(try out) not Trust, My coach(Rich Litvin) says. Through coaching engagement you can make anything happen which has not happened for many years. Please listen to 1.43 minutes video of Senior leader. I am creating below mentioned Program, E Square( Empowerment & Effectiveness) ~ Intention – Its Group online coaching Program for the global leaders. In the Program, Leader will be coached to get empowered in their respective project/area. Leader will discover his or her blind spot in the respective area. Leader will discover what new actions to take in that respective area. Promise of the program is that leader will be effective in the respective area which has not happened in the past Leader will be supported week after week for 8 weeks where they get stopped in the respective area such that they build ability to be in action inspite of their challenges. Leader will get collective transformation and inspiration to act, due to group dynamics Program is Led by – Kalyan yeole. who has been coaching since 2011 and worked with over 600 leaders globally. ~ Program starting from: 28th June, Friday, 1845 PM to 2045 PM IST Program ending on: 16th August, Friday 1845 PM to 2045 PM IST Program is for 2 hours each Friday, for 8 weeks, starting from 28th June, Friday on zoom. Total Program Fee : Rs 20000/- Per Person For registration please write to kalyan.yeole@gmail.com

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The #AntiDiscrimination_Committee gives important guidance in keeping our functioning disciplined and without discrimination. This committee helps Anubhuti Trust take courageous decisions, for organizational policies, and overall analysis of values system with harsh as well as transparent guidance. As the organization's director, when we feel like we are in a quandary regarding some decisions, changes or for any novel things,. there, these companions of the Committee fulfill very important roles. The members on this committee are our witnesses. Anti Discrimination committee member Saher as this meeting's facilitator was very effective.. This committee has been functioning since the last 7 years. Every year, new members are nominated. Their appointment means the journey of seeing the organization from transparent lens. This process is not easy because feedback and decisions are not always pleasant to everyone.. But from this, values systems keep getting stronger for sure

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🚀 Unlock the Future of Coaching with Generative A.I.! 🚀 At this year’s ICF Annual India Conference in Pune, over 200 coaches, including myself, engaged in a riveting panel discussion on the transformative power of Generative A.I. and its profound impact on coaching. You can see some reactions to it in the link on the 1st comment. In addition to the insightful discussion, attendees witnessed an impressive demo of a multilingual chatbot. Missed the conference? Don’t worry! I'm excited to announce another power-packed event – a no-holds-barred, candid discussion between Saurabh Saksena and me on how Generative A.I. can revolutionize the way we coach ourselves and others. Why You Should Join: - **Understand Generative A.I. Possibilities:** Learn how to leverage this technology for personal and professional growth. - **Practical Use:** Discover how to use Generative A.I. effectively with minimal or no programming skills. - **Stay Ahead of the Curve:** Gain insights into distinguishing yourself from the competition and staying future-ready. And yes, we’ll update you on the latest with GPT-4o released on 13th May and Google AI’s upcoming features announced on 14th May. **Event Details:** 📅 **Date:** Friday, 17th May   🌐 **Register Now:** https://lnkd.in/gyB8aegh  📌 **Check the schedule for your time zone on the registration page.** Don't miss this opportunity to dive deep into the future of coaching with Generative A.I. Join us for an engaging and enlightening session! #GenerativeAI #Coaching #ICFConference #Chatbots #PersonalGrowth #Innovation #FutureOfCoaching #AIInCoaching #gpt4o #googleAI

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In our quest for happiness and joy at work we get derailed, mostly by ourselves. How can we overcome this? When you explore the potential and limits of human behaviour, you bump into literature about limiting beliefs. One such book is "The Four Agreements", by Miguel Ruiz. It's based on the Toltec culture, of which he is a descendant. (Look it up if you don't know what it is). Here is a summary of the Four Agreements and my take on them: (summary courtesy of Chat GPT) Be Impeccable with Your Word: Speak with integrity and say only what you mean. Avoid using words to speak against yourself or gossip about others. My take: another way of putting this is to avoid Judgment. We all have biases, most of the time unconsciously. These are based on our cultural inheritance and our experiences in childhood. It is very tough to let go of these, and if you succeed, you will feel immense freedom with regards to yourself and others. Don't Take Anything Personally: Understand that nothing others do is because of you. What others say and do is a projection of their own reality. When you are immune to the opinions and actions of others, you won't be the victim of needless suffering. This agreement allows you to gain emotional independence and reduces the tendency to feel hurt or offended by others' actions or words. My take: this is a crucial point I often discuss with my clients. Whenever we react negatively to what someone says, we think we are being treated unfairly, or criticised without reason and whatever. The fact is (and proven by neuroscience) that we make up these reasons all by ourselves. Managing to let go of our own reactions to stimuli is essential to a balanced life. This is not only true at work, but also in life in general. Don't Make Assumptions: Find the courage to ask questions and express what you really want. Communicate with others as clearly as you can to avoid misunderstandings, sadness, and drama. My take: this happens all the time, especially when we talk with people of authority. We are less likely to question their instructions or opinion, so we forget to ask clarifying questions. A clarifying question is not challenging the authority, it is a sound way of communicating with others so that we are aligned. Always Do Your Best: Your best is going to change from moment to moment; it will be different when you are healthy as opposed to sick. Under any circumstance, simply do your best, and you will avoid self-judgment, self-abuse, and regret. My take: When something is not going as planned, we tend to criticise others and ourselves. Instead, do allow team members to make mistakes. Mistakes are one of the best sources for learning and growth. Always make the assumption that people do their best, and they will be encouraged to continue doing so. If you suspect they don't, you might break down trust, which is foundational for a good working environment. #teamwork #limitingbeliefs #unlockpotential

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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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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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As part of the Executive Coaches Forum powered by PGC, I had the privilege of moderating a fireside chat with distinguished business leaders on the Evolution and Impact of Coaching for Business Transformation in India. A recent study reported by Zee Business and Economic Times has shown that companies leveraging coaching have reported an average revenue growth of 22% and an average profitability growth of 18%.  During our conversation, we explored how coaching has impacted businesses and heard real-life examples from leaders in the industry. Here are some key takeaways from the highly engaging session: - Coaching has led to significant behavioral changes, ability to expand potential by getting over limiting beliefs, operating better in a multicultural environment and confront difficult situations in organizations. - Coaching has had a positive impact not only on the organizational leadership team but also on the organizational climate, as evidenced by the increase in engagement scores. - Coaching is no longer limited to the executive level in India. It is making its way into developing the middle managerial layer as well, with team coaching and peer coaching gaining significant momentum. - The outcome of coaching is no longer restricted just to performance improvement. It is making its way into niche areas like managing transitions and is becoming a key part of talent management. - When leaders look for coaches, they prioritize those who are more focused on solving problems than on the process of coaching. Understanding "What's the Why" and maintaining a strong human connection with the client is a crucial differentiator when hiring a coach. - External coaches bring neutrality into the intervention as they do not play a role in the individual's assessment. - Internal coaches are expected to have a better understanding of the business, which requires training them on the business beyond coaching principles. - Successful coaching requires practice, patience, networking, and the ability to ask courageous questions. It's important to remember that coaching may not always work. Aligning expectations at the beginning of the engagement is key and its success depends on the client as well, not just the coach. #coaching #development #leadership #organizationalintervention #firesidechat #Talentmanagement

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A good team member makes their boss redundant. A good boss, makes themselves redundant. Read that again. If you are a team member or a boss, this is the key to growth in an organization. #unLearn PS. The number one way to grow remains sucking up to bosses. Use the above when you can't suck up.

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