Vikas Maheshwary

HOLISTIC APPROACH TO EMPLOYEE WELL BEING-HR EMPOWERMENT PROGRAM 6 &7 JUNE'24 @ST.MARKS HOTEL BANGALORE 2 DAY EVENT WHICH WILL HELP YOU TO INCREASE #Physical Well Being #Smarter decision making #Intellectual Clarity #Higher innovation #Creative problem solving #Emotional Intelligence #Collaborative interpersonal equations #Willingness to take proactive responsibility. #Spiritual Strength #Agility in adapting to new situations

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How many reportees can one effectively manage? Balancing efficiency and effectiveness hinges on the optimal span of control—the number of employees reporting directly to a manager. While traditional models limited managers to 6-10 direct reports, today's leaner organizations often see managers supervising 15-20+ employees, averaging 19. Factors like workforce mobility, advanced communication technologies, and flatter structures enable this shift, challenging Lyndall Urwick's classic theory of an 8-report maximum. Experts now recommend capping spans at 15-20 to ensure effective coaching and oversight, with the ideal typically around 10 or fewer direct reports. Tailoring this span to your specific business needs is crucial for maximizing productivity. Before expanding a manager’s span, audit actual bandwidth and streamline workflows to prevent overtaxing. What has been your organization's ideal span of control? Share your real-world best practices! #organizationdesign #manager

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The HEART comes before the HEAD If you observe the most successful leaders be it in the corporate, political, sports or social service space, there is a common trait in all of them - they are good in managing people and their emotions They have cracked the code of People management coz they understand that the heart comes before the head They very well know that you can’t move people to action unless you 1st move them with emotions These leaders connect with people on personal and work levels. In return, people trust them a lot. They would even agree to move a mountain on their word. It's not really a secret, but many leaders forget this simple yet important point #leadership #HR #people

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Alok Sheopurkar, PCC presented a case study on Human Capital Management at the Mumbai HR Summit 2024 held on May 25, 2024, in Mumbai. He gave glimpses of CSR initiatives and how they add value to people and businesses. #MHRS2024, #Mumbai, #HR, #Summit, #HCM, #FutureHCM, #people #HRLeader, #CHRO, #HRDirector, #CLO, #CXO, #Human, #Capital, #Casestudy, Arun Chitlangia, Gautam Chatterji

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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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Happy to have explored the intricacies of Workplace Happiness with SightsIn Plus! What makes employees happy in the workplace? It’s the big question many organizations are grappling with, attempting to solve it through a process of trial and error. But here’s the catch—there’s no one-size-fits-all solution.  We need a layered, multifaceted approach that considers both the human-centered ecosystem and the symbiotic relationship between employer and employee to drive productivity and profitability. Dive into this critical conversation as we unpack the different facets of employee happiness and share insights on creating a thriving workplace. #WorkplaceHappiness #HRInnovation #HappinessHabits #WorkplaceCulture #EmployeeHapiness #HapinessAtWork #OurHappinessMatters

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Leadership Lessons from the Bhagwan Ram Ram's epic journey in the Ramayana is full of timeless wisdom and examples of principled, visionary leadership that I believe are just as relevant today in the modern business world as they were thousands of years ago. Here are 3 key leadership lessons we can all take away from Bhagwan Ram: 1. Unwavering Integrity - Throughout his life, Ram demonstrated an uncompromising commitment to doing what was right, even in the face of great personal sacrifice. From honoring his father's word by going into exile, to steadfastly upholding his dharmic duties, Ram's strength of character is awe-inspiring. As leaders, maintaining our integrity and moral compass must be the North Star that guides all our decisions and actions. 2. Inspirational Vision - Ram had a clear, noble vision for righteous and just rule that galvanized his followers. He was willing to do whatever it took - including waging an epic war - to protect the innocent and defeat evil. Great leaders are able to paint a compelling, optimistic vision that motivates people to achieve remarkable things together. 3. Servant Leadership - Despite his divine status, Ram always put the needs of his people first. He was a leader who rolled up his sleeves and worked alongside his troops, never asking anything of them that he was not willing to do himself. This humility and focus on serving others is a hallmark of the most effective and admired leaders. The timeless tale of Bhagwan Ram's life and leadership provides a wellspring of wisdom that we would all do well to draw from. I encourage you to reflect on how you can embody these principles in your own journey as a leader. The path may not be easy, but the rewards of principled, visionary leadership are immense. What other leadership lessons have you gleaned from studying great figures from history and mythology? I'd love to hear your thoughts in the comments!

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A Perspective of A Young Professional. A recent dialogue with the CHRO of a rising startup shed light on the evolving priorities of today’s fresh graduates when choosing an employer. A budding HR professional provided key insights that reflect a shift in what young workers value: First Contact: The first interaction with a potential employer is crucial. It sets the tone, showing whether the company is welcoming and patient, and if it values understanding and nurturing new talent. Researching the Company: Young professionals thoroughly investigate potential employers, focusing on the longevity of the founders, managers, and peers. This reflects the company’s culture and stability, which are vital for those seeking long-term opportunities. Workplace Logistics and Safety: Practicalities like commute distance and workplace safety are significant. Accessibility and a secure environment are essential for maintaining work-life balance and well-being. Understanding Personal Space and Time: Corporates in India must recognize the growing importance of personal space and time for young professionals. This generation places a high value on work-life balance and seeks employers who respect and support their need for personal time and space. I believe these observations was an eye opener for me as it underscores the need for companies to align their practices with the expectations of the young workforce, focusing on transparency, cultural fit, and respect for personal boundaries to attract and retain top talent.

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TeamLease Webinar #72 - "𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐀𝐌𝐂𝐬" Anil Chandran, HR Head, Baroda BNP Paribas Mutual Fund, provided valuable insights on industry attrition: “We do see attrition kicking in into the sales roles. Since there is a demand for a specific skill-based or domain-specific role...Industry attrition is projected around 18-19%...” Watch full video: https://lnkd.in/gxHPrzZH #puttingindiatowork #attrition #employeeturnover #attritionmanagement #skillbasedjobs #industryattrition #salesroles #skilldemand #attritionrate

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Is Purpose enough? Having a great purpose does not automatically mean we have the binding forces to keep our people together! Vivek Pradeep Rana makes the statement and others follow with examples to prove the same. Building & Sustaining an Institution is hard work... See both parts of Tutul Dialogues Bharat@100. #beyondpurpose #institution #people #leadership Gnothi Seauton Tutul Consulting

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In the journey of leadership, amidst the myriad qualities, there is one which stands out- 'the ability to ignite and nurture an inspiring vision.' 1. Most times this shapes the course of history, brings positive reforms and transforms aspirations into reality. 2. I feel- this also distinguishes extraordinary leaders from the rest. Who comes to our mind when we speak of such leaders? Nelson Mandela, Rosa Parks, Maya Angelou, Mother Theresa, Mahatma Gandhi, Barak Obama, Steve Jobs, Malaya Yousafzai, Martin Luther king, Abdul Kalam Azad, Kiran Bedi, Elon Musk, Oprah Winfrey... this list may be endless but the quality is one- an Inspiring vision!! 3. Leaders who go down in history are not those who use their authority/ power for personal gains or drive a biased perspective. 4. They are the ones who give us hope of a better inclusive #futuristic progressive tomorrow and encourage us to dream our biggest dreams. 5. They have the ability to transcend the present, guide positive action, and rally people towards a collective purpose. This very inspiration is what we refer to as 'finding purpose and meaning in everyday work.' 6. Finally... 'Inspiration' has the ability to transform a dull everyday to a daylight of fulfilment, joy and excitement. "None ever accomplished anything by virtue of a perspective, without the power of a collective voice." Hence, let me know your thoughts so we can build on this... #Leadership #Futuristic #Inspiration

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"11% - The possible premium on top-line productivity by activating the growth combination of data, tech and people." (Source: Accenture: Driving growth through talent and technology) Organizations are transforming or are being expected to transform at an unprecedented pace. There is much effort on leveraging technology and data to propel this transformation on the one hand, and the focus on talent on the other. However, where do the technology and talent intersect is the question we look to pore over during the upcoming roundtable. Am excited to be a part of the roundtable to create an open space for collective learning through sharing of best practices, challenges, experiences et al by leaders at the helm of their organizations as they lead growth through deep transformation. Zia N Sawhney Nandini Chaudhry Madhulika Makar Lata Singh Roshini Bahal - Director at Shradha HRD Sumit Chadha Praveen Chandola Amit Malik Rupesh Tripathi #iwn @ CII-IWN

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"And Ladies and Gentlemen, I take immense pleasure in sharing with you that we are all set to launch this state-of-the-art industrial camera next quarter." <Applause. Applause.> That was Shekhar, the CEO of a large electronics firm wanting to make an impact globally with a suite of world-class products. Shekhar was confident they would be able to launch this product because the test results with proto were encouraging. They seem to have finally got it right. Meanwhile, back in their lab something else was happening. The first batch of the product was out. They made a few pieces of the "final" product for live testing. Under certain specific conditions, the camera frame developed static and that affected the performance. Pankti, the project lead, was terrified to know this. The initial reaction was panic and frustration. Now that the launch was announced, the pressure from upper management was immense. Instead of succumbing to the stress, Pankti decided to demonstrate resilience — a core aspect of emotional intelligence. She gathered her cross-functional team and encouraged open discussion about the issue. Pankti’s calm and collected demeanor inspired her team to brainstorm solutions rather than dwell on the setback. They worked long hours, often late into the night, troubleshooting and testing various fixes. Pankti’s perseverance paid off. Not only did they resolve the glitch in time for the launch, but the product was also more robust. It was well-received than initially anticipated. Her resilience turned a potential disaster into a triumph, and her team emerged stronger and more cohesive than ever. Reflecting on Pankti’s experience, I realized that resilience isn’t just about bouncing back from adversity; it’s about persisting with diligence and maintaining a positive outlook in the face of challenges. It’s about turning obstacles into opportunities for growth. Do you have a story too? For more insights follow me here: Dipan Vaishnav #ExecutiveCoaching #EmotionalIntelligence #Resilience #dipanvaishnav 

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Please click this link andregister: https://lnkd.in/gscapwBM to join the webinar! This 3 Episode Webinar Series delves into how one could build a Winning Workplace! 18th May - Deep Dive into Attrition Management. 24th May - Managing Leave and Attendance for Employee Productivity 29th - Correlation between Capability, Engagement & Productivity.

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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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Great interaction. AI indeed will be an accelerator enabling 1.Velocity, 2.Accuracy and 3.Personalisation of performance information + it’s actionable insights..

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Empathy : The Key to Organisation Success In today's fast-paced and interconnected world, the importance of empathy in the workplace cannot be overstated. An organizational culture that values empathy fosters stronger relationships, enhances communication, and ultimately leads to increased employee satisfaction and productivity. Let's explore the significance of building a culture of empathy in organizations and provide actionable strategies to cultivate this essential quality. First things first; Empathy is beyond sympathy! Empathy is the ability to understand and share the feelings of others, and willingness to see things from another person's perspective. In the context of the workplace, empathy involves recognizing and resonating with the emotions and experiences of colleagues, clients, and stakeholders. Benefits of an empathy driven Culture in organisations: 1. Enhanced Communication 2. Improved Teamwork 3. Increased Employee Engagement 4. Better Customer Relationships 5. Conflict Resolution 6. Innovation and creativity 7. Employee Wellbeing Let's dive into strategies for Cultivating Empathy in Organizations 1. Lead by Example: Organizational leaders play a crucial role in modeling empathetic behavior. By demonstrating active listening, showing genuine concern for employees' well-being, and practicing open communication, leaders can set the tone for a culture of empathy. 2. Provide Training: Offer workshops and training programs that focus on empathy, emotional intelligence, and effective communication skills. Encourage employees at all levels to develop their empathy skills through practice and feedback. 3. Encourage Perspective-Taking: Encourage employees to step into each other's shoes and consider different viewpoints. This practice can help cultivate empathy, broaden perspectives, and foster a more inclusive and understanding workplace culture. 4. Celebrate Diversity: Embrace diversity and inclusion in all aspects of the organization. Recognize and celebrate the unique backgrounds, experiences, and perspectives of employees, fostering a culture that values and respects differences. 5. Create Opportunities for Connection: Foster opportunities for team-building, social events, and collaborative projects that encourage interpersonal connections and relationship-building. Personal connections can deepen empathy and strengthen bonds among colleagues. Embrace empathy as a core value, and watch as your organization thrives on a foundation of understanding, compassion, and connection.

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Delayed reaction! The after effect! In Indian culture, Henna (Mehendi) is often applied, in intricate patterns, before auspicious occasions! One day before the big celebration, I too applied it, Hoping and expecting, To have beautifully adorned hands, ready for the festivities! Except... things didn't go as planned, Next morning, I woke up excited! However, The colour of the tattoo didn't emerge! I was disappointed at the light colour! Although sad, I carried on with the preparations, By afternoon, the colour darkened, by evening, just before the event, it was the brightest, the darkest! There was a delayed reaction! Why am I telling you this story? Yesterday, UAE was battered with the winds and rain! Unprecedented rainfall created havoc! While a lot of people were okay at that time, The after effect, The delayed reaction, The consequences are still being felt today! Probably will continue all this week! If you are in a position of power, I urge you to make sensible decisions! Allow your staff flexibility! Be considerate to situations! Think like a human, be humane! Treat your staff with empathy! You may live next to the office, But people may have to travel long distances! You may have safe homes, But others may be struggling with water clogged houses! You may be financially stable, But others may be affected by insurance non-payments! You may have your full family by your side, Others maybe trying to get them to safety! Be empathetic! It's not a one off! You need to do this everyday! Be aware of the delayed reactions! Kindness in the workplace matters! How you make your employees feel in these days, Will make or break your employee experience! #wellbeing #kindness #empathy #leaderahip

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