Riya Dalvi

🚀 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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Transformative role of #ExecutiveCoaching for fostering #GenderEquity in the #Organizations. https://lnkd.in/dcfVPQf5 What are your thoughts on this? #ICF #internationalcoachingweek #coachingweek #coaching #coaches #coach #leadershipcoaching

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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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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 𝐏𝐨𝐢𝐧���𝐬: 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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#executivecoaching is helping in a great way in the #leadership development and #successionplanning. Some tips on making it work.

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We all have had #failures at some point in time in our lives . Many a times we are not even responsible for our failures. #failingforward is the ability to learn from the past and take responsibility for our future successes. This is one of the five #healing habits that we discuss in our #servantleadership workshops. #servantleaders master the art of Failing Forward so that they can continue to look at a bright future immaterial of what happened the past. Here is quick peek at this topic

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Deepa A Agarwal Bharat Gera Maya Shenoy Myah Payel Mitra🎯 Conquering Decision Fatigue: Strategies for Corporate Leaders #Decision fatigue can significantly impact leadership effectiveness, leading to burnout and reduced productivity. The constant need to make decisions, both big and small, can deplete your mental energy and impair your judgment. Here are some strategies to combat decision fatigue and enhance your #leadership : Delegate: Empower your team by delegating tasks. As a leader, it’s important to recognize that you don’t have to handle everything by yourself. Delegation lightens your load and empowers your team members to take on more responsibility and grow in their roles. By assigning tasks to capable team members, you can focus your mental energy on high-priority decisions and strategic planning. Prioritize: Focus on high-impact decisions first. Not all decisions carry the same weight, and it’s essential to distinguish between what’s urgent and what’s important. Prioritizing high-impact decisions ensures that your energy is directed toward areas that will significantly affect your organization. Create a list of tasks and rank them based on their importance and urgency, tackling the most critical ones first. Awareness of self and others through #Mindfulness: Incorporate mindfulness practices to maintain clarity and reduce stress. Mindfulness helps you stay present and focused and puts people and situations into perspective, which can significantly reduce the mental clutter that leads to decision fatigue. Simple practices such as deep breathing, meditation, or even a short walk can help clear your mind and recharge your mental batteries. Other techniques like engaging the 5 senses and Heart and brain coherence breathing greatly have served my cohorts and clients. Mindfulness also improves emotional regulation, helping you respond to challenges with a calm and clear mind. Reflecting on your decision-making habits can provide valuable insights into how you manage your mental resources. Consider setting aside time each week to review your decision-making processes and identify areas where you can improve. This reflection can help you develop more efficient strategies and prevent burnout. You should consider booking a free consultation to discover personalized strategies for overcoming decision fatigue. During the consultation, we’ll explore your specific challenges and develop a tailored approach to enhance your decision-making capabilities. By addressing decision fatigue, you can lead more effectively and create a positive impact on your organization. Let’s turn challenges into opportunities for growth. By implementing these strategies, you can overcome decision fatigue and enhance your leadership effectiveness. Remember, every small step you take towards better decision-making can have a profound impact on your overall productivity and well-being. **Book your free consultation today by using the link in the first comment.**

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Facilitation Tips - 1 The self awareness process has two pillars - one which comes from reflection and the other from feedback. Where a facilitator works with these two pillars, he/she will be able to further the learning. #60bits #60bitsconsulting #facilitation #facilitator #processfacilitation #learning #workshop #training #leadershipdevelopment

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Sri Ramakrishna International Institute of Management - SRIIOM Remedial Coaching & Training to create excellent OD & HR Practitioners. For sometime I have been researching on what inputs have made great HRD Professionals all over the world. To my mind , it was surely not the conventional MBA education. That was a good Foundation but not good enough to create a great HRD & OD professional. This is my view & I could be wrong. Based on my Research I have chiseled out a Framework which could enable to create great OD & HRD Professionals. The Framework includes five important building blocks. 1. Deep understanding of Human Psychology and Abnormal Psychology. It is impossible to be a great HRD practitioner without having the capacity to understand human beings in depth. 2. Learning various methods from Applied Behavioral Science and Clinical Psychology to help people cope with life problems such as Stress, Anxiety and finding one's purpose in life etc. 3. The next area which definitely gives a distinctive edge is deep knowledge of Research Methodology to undertake Quantitative and Quantitative Research. A whole lot of HRD and OD interventions need Research skills to conduct Organization Diagnostic Study, Assessment Centre, Employee Engagement Survey, HR Analytics etc. Without having Research Methodology skills it is not possible to successfully conduct these processes. 4. The fourth important area is to learn to implement models and processes like OD interventions using different methods such as, Conversation Methods, Open Space Technology, TQM, Six Sigma etc. 5. The 5th area is to develop skills in Coaching, Mentoring. Counseling etc to improve individuals behavior and performance. I had crafted out a Framework and implemented in University in U.K who were very keen to develop great enabling HRM working professionals. It is still in an experimental stage but we are seeing very good results amongst working professionals who are our students. Let me know what you think. Your inputs will help to improve our content. Warm Regards Dr. Ashoke K Maitra Founder SRIIOM

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Other people's journeys can be incredibly inspiring. Leadership is about learning from people around us. Many stories of daily inspiration go undocumented but some people's stories and journeys are documented, and can make for some great leadership literature, beyond all the models on leadership. Some of my favourite reads have been biographies and autobiographies. Of people from varied backgrounds, and of achievements in a wide variety of fields. Here are some of my favourite ones, and each is an amazing story. Each of these also bring to fore the core human values, and why value based organisations and leaders thrive, even when faced with the most complex of challenges. 1. How connecting McDonald's process management to eye care created a revolution. "Infinite Vision by Pavitra Mehta" (The story of Dr V--Aravinda Eye Hospitals) Listen to the author herself here. https://lnkd.in/gBBnJsWy 2. This one about the great cyclist Lance Armstrong is more about fighting cancer than about his sports career. https://lnkd.in/gXxTfA66 3. About Hard work, perseverence, and charting a different path. "I'll do it my way: The incredible journey of Aamir Khan" https://lnkd.in/g9_sAZwe 4. An evergreen one about Helen Keller's growing up, and discovering her limitations. Cannot but bring out the fighting spirit in all of us towards contributing to the community. https://lnkd.in/gkNB2YUY 5. About the man who gave us the cities of Chandigarh and Bhubaneswar, and defined modern architecture in many ways--Le Cobusier. https://lnkd.in/gtdZGAQM 6. And here is a bonus suggestion. Not really a biography, but shades of some great leaders, and how they thought about the world. "The greatest Speeches of all time" https://lnkd.in/gEfqQt6k #leadership #leadoneself #worldview

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Fruitful discussion with Dr Pradeep Kumar, EVP & CHRO of Greenko about the importance of moving beyond traditional leadership styles. My book, Beyond Bossing, offers a roadmap for building high-performing teams. #futureofwork #HR# Beyond Bossing #Dr.Pradeepkumar # Greenko# Dr. Venugopal# Verch consulting#

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VUCA WORLD: In the current scenario every organisation & Professionals are in the VUCA world: V - Volatility U- Uncertainty C- Complexity A- Ambiguity To overcome these concerns one must follow 1. Volatility should follow with Vision ( Show how your Role contributes to the Company’s/ individual future.) 2. Uncertainty should follow with Understanding ( Be open about what you know & what you don’t know) 3.Compkexity should follow with Clarity ( Breakdown big challenges into manageable actions) 4. Ambiguity should follow with Adaptability ( Equip your team to switch gears as needed) These are the Mantras to face this VUCA world. All the Best

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Our #servantleadership workshops are designed for maximum learning transfer. The design of the program ensures a strong commitment to action after the workshop. This is done through enhancing personal awareness through the 360 degree report. The activities, the reflection times, the group discussions, sharing of experiences and learnings, case studies, action planning etc., make sure that the participants walk out of the workshop completely transformed and ready to act. Check out this short video to see how we do this. Let us create more #servantleaders

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What does 'Coaching' truly invoke in your employees? Over the past few months while facilitating 'Leader as Coach' workshops for various organisations, I have observed that there are few words that carry as much weight and potential as "coaching". For some leaders it signifies a tool for fostering growth, nurturing talent and driving performance. However, for others, and especially amongst employees, it can be nuanced, varied and with more than a hint of skepticism, for many signifying 'punishment', 'performance management', 'just a tick box exercise' and 'judgement'. Here are some ideas for you as a 'leader as coach' to shift these perceptions in your organisation? 1. Create psychological safety - this is not just in a coaching conversation, but in your everyday team as well. 2. Communicate - contract with your employee so that they understand what coaching is or isn't. 3. One size does not fit all - you need to take time to understand each employee and their specific needs. 4. You cannot coach if you are not coachable - be the role model by actively participating in your coaching and seeking feedback. 5. Celebrate progress and success - acknowledge when employees have made progress. Please share what you do as a 'Leader as Coach' to reduce resistance to coaching and foster a culture of continuous learning, growth and development in your organisation. Would love to hear your thoughts.

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Ponderable from Dr Mahan -- Companies need to fulfill their promise Perhaps the reason results of employee engagement initiatives have been stagnant, or diminishing is because they have been one-sided. The employee has owned the responsibility for engagement and has been punished for its absence. Companies have thrown money at popular (yet erroneous) engagement solutions that simply don’t work. One can only go so far to blame the employee for a company’s faults before finally looking at the organization itself. A necessary tactic today is to ask and know what presenting organizational conditions enhance or compromise productivity and engagement.   Whether motivated by intentional benevolence or basic economic realities, today’s employer can have a shared, collaborative employer-employee relationship. Companies need to fulfill their promise just as they expect employees to fulfill theirs. If the objective is to increase both employee and employer satisfaction and productivity, as in any relationship, it takes two. Two, employer and employee, is the win.

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Are Your HR Programs Aligned with Business Needs? Collaboration is Key! What are your thoughts on designing HR programs in collaboration with business leaders? Share your views below!

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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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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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59% of employees report symptoms of #burnout in India, the highest level globally. [Source: McKinsey Health Institute 2023]. Ever wondered what’s the cost of not addressing this mental health crisis at work? Globally, the average burnout rate stands at 20%, but it spikes to 62% in India due to workplace exhaustion! [Source: Livemint.com] As a leader, how do you measure the pulse of #wellbeing in your workplace? The above statistics are a clear indication that #leadership today isn't just about performance—it's about creating environments that value and promote good mental health and resilience. This July 19th, join me as we discuss how we can transform our work cultures to be more supportive, vibrant, and ultimately, successful. Let’s shift from burnout to balance together. Secure your spot now.

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