TalentLaunch’s Post

Yesterday was one of those days that remind me why I love what I do. The morning started rough, like it often does in the world of sales. But then, something amazing happened. My colleague, Ilija, recognized my efforts and nominated me for Employee of the Year! His message, filled with appreciation, turned my day around. Not only we nailed a great demo, but I also scheduled three meetings with Fortune 500 companies! This experience made me think on two things: Believe in Yourself: Even on tough mornings, remember why you started. Your determination and hard work are your most valuable assets. The Power of Team Belief: It’s one thing to believe in yourself, but having a team that believes in you is a game-changer. It boosts your morale and pushes you to achieve more than you thought possible. Ilija, thank you for your support – it means a lot!

To all employees, your unwavering commitment and dedication to excellence are the cornerstones to success. In the face of challenges and adversity, you have consistently demonstrated resilience, creativity, and a relentless pursuit of excellence. Your passion for your work and your unwavering determination to overcome obstacles inspire us all

Medikabazaar Vivek Tiwari Vivek sir, I really admire your hard work and dedication. However, I'm concerned that your team is damaging your reputation by providing fake comments. Kindly look into this Sir.

The end of each year provides us with time to reflect on our team’s performance and contribution to a well-done year full of successes, challenges, and contribution to our organizations. Time past fast and in some of our industries, measuring performance on a monthly or quarterly basis, my help us forget or missed those ones that have done amazing around us. That is why it is worth performing a self-reflection to ensure all your boxes are covered on recognition: -         Did you recognizing those that have impacted your overall organization performance? -         Did you recognizing those behaviors that will support your organization mission and vision? -         Did you thank those that helped with the successes of your organization? -         Did you start meetings and conference calls recognizing successes and achievement from your team? -         Did you thank your team for their contribution on specific goals, task, or challenges? I believe there is no limits to recognize and thank our people when they are doing an amazing job. I will fail if I put a quota on recognition when people deserved it. Each one of your employees expect acknowledgement of their hard work. Achieving goals could be a team effort, but recognition become valuable when it is done individually. Thank you all for your support and partnership this year, and for allow me to share some of my passions with all of you! Happy Holidays! Daniel Rodriguez 

Great evening with The Marketing Society and the inspiring Amanda Blanc CEO Aviva. She has an amazing story and talked candidly about her leadership style and how she faced into sexist behaviour. Some key take outs for me: 1. Performance and communication are key. As Amanda says ‘it’s showtime!’ 2. You have to optimistic but also honest with people. They need to know what good is like. 3. Make sure everyone knows the priorities and can translate into their role. Aviva has 4 and everyone knows them. 4. Execution is more important than strategy. Sometimes strategy take too long and there isn’t time for great execution. 5. Integrity is the most important skill of a leader. Do as you say. Call out bad behaviour. 6. Everyone has to show they create value. Demonstrate your worth in what you do everyday (including for Amanda as CEO). 7. Whilst you need to operate now, have a long term view. Aviva think 40 years out. Politics is sometimes only 4m - too short-term. 8. Think about your impact statement. When you meet a new group, what will you say early on that resonate and gets them to listen. Big thank you to Sophie Devonshire⚡️ for hosting.

My hope is for all professionals to have this level of confidence in their ability to outperform their greatest expectations! #success #leadershipdevelopment #professionaldevelopment #confidence #growth https://lnkd.in/evk6sWZE

RIP an original thinker. Let me share a brilliant insight from Daniel Kahneman which I heard on the The Economist podcast Boss Class. When he got his team together to develop new thinking and write the book Thinking Fast and Slow he asked them all how long they thought it would take. Estimates coalesced around 18 months. (For those that don't know the book, it popularised the idea of System 1 and System 2 thinking, the basis of much behavioural science.) He then went to the principal at his college and asked how long such projects usually take. He said only 40% ever finished a book and the range was 7-10 years. Which was exactly how long TFAS took to complete. The lesson he took away: don't trust gut instinct! Optimistic planning is usually an inside view rather than an objective outside view, reality checked and based on hard evidence.

Good day to all of you ! I would like to share A very important learning from my mentors in the Industry and my father. "While we are assigned the task to lead a particular department, segment or a business. Most of us in leadership lack trust in the team down the line and prefer doing most of the tasks ourselves. We don't assign tasks until we either are not good hands on or we have developed trust over the years on the team members who either adapt to our style of working or have understanding of what we need. There is this huge flaw in the system that leaders do not develop leaders as they lack clear understanding of their job and their role . We are actually happy micro managing and somewhat love to control the team. The question is what is the way out ? My mentors and my father taught me through an array of questions multiple times as I had a habit of asking a lot of questions. 1) Do you hire incapable people? 2) Do you have unqualified team members? 3) Are your team members not able to perform the tasks? 4) Are your team members not the right fit for the tasks given? 5) Are you the only person who knows everything in the team ? The answer to all is "NO" My question to all of us is, Why does a team member come to you ? I believe the answer will be for decision or to get a decision checked and validated before making. That holds true for the majority of us . So what is our job as leaders ? Please do add to my points in comments 1) To provide clarity on expectations from the team and individuals . The team must be clear of tasks and expected outcomes from them 2) Train and mentor team members by supporting and guiding them 3) Impart the skill of decision making in the team as most of the tasks are held up due to waiting in decision and organizations suffer due to this 4) Provide the right infrastructure and support to the team to enable them to perform their task to their best. 5) Look for opportunities for improving the way an activity, task or a job is performed. 6) Have a review mechanism in place 7) Meet individual one to one at least once a month to understand if they need support or guidance or maybe they are facing some difficulty but are not aware of whom to escalate and seek solution 8) Create an environment of trust so that people can approach and seek help if they make some mistake rather than pushing things below the carpet. Imagine the loss 9) Just stand beside them to make them aware you are there with them for support any time they need. 10) Interact giving them a platform to share improvement ideas ,Ideas to make work easier and Improve performance, Reduce mental and physical fatigue. Do you agree that these are the tasks identified for a leader? or you still believe in making an Excel sheet and ppt's yourself and not grooming your team members to be capable of leading is the right role of a leader. Do share your views.

Continuous Improvement = optimizing operations & fostering innovation = remaining competitive!