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Manager training is not the problem. Am sure you have that covered. But have you measured Manager capability? And the impact on your organisation? Do you still observe these- Managers still avoid difficult conversations Feedback is diluted or delayed Performance issues are tolerated Teams feel disengaged, unseen, and unsafe Managers

Every consultant knows the ritual. You finish a leadership program, a DEI intervention, a strategy workshop, or a culture transformation assignment. Soon after, a polite email goes out: “Please share the participant feedback scores.” Then comes the familiar evaluation grid: • Was the facilitator engaging?  • Was the content relevant? 

The last few days we have had multiple conversations on ‘Celebrating’ Pride month. Panel discussions and fireside chats are scheduled, Calendars blocked, rainbow filters are applied to branded assets, and guest speakers are invited to share their journey. Inclusive emails are being drafted and CEOs and CHROs are launching them.

Link –  https://www.linkedin.com/newsletters/7422891783459717120/?displayConfirmation=true

Mental health is often treated differently from physical health. For example, a person with a broken arm might wear their cast proudly, even inviting friends to sign it. But when someone struggles with mental health, they tend to hide it, fearing judgment, as if something is personally wrong with them.

They said, “We are doing them a favour by hiring them, why do we have to pay?” Our PwD recruitment team repeated the words of a talent acquisition lead of a leading IT company. I was taken aback, slightly irritated, not very surprised. The conversation around hiring Persons with Disabilities

All of us have been through a crazy last few years, the pandemic, demonetization, multiple wars and other uncertainties… all impacting our lives and teaching us lessons. It was tough but it passed … But, life’s most profound lessons often come from the most unexpected places. Recently, my family and

We all spin a cocoon around ourselves. It’s woven from routine, comfort, and the familiar. It feels safe. But a cocoon isn’t meant to be a permanent residence; it’s a transitional space for transformation. The choice is simple: break out on your own terms, or wait for life to forcibly

My son was born in 2008. Maternity leave in India then was 12 weeks, 84 days, just short of 3 months. As my maternity leave was about to end, I called my manager. “What do you want?” he asked. My request was simple: continue my pre-maternity role with a few

Mornings at my house: two teens, one grumbling about exams, the other sulking about a stolen burger. My instinct? A lecture. Instead, I channel Dr. John Gottman. His decades of research revealed a universal truth: thriving relationships need five positive interactions for every negative one. Fall below 5:1? Disaster looms.

It’s 2025. The workplace isn’t what it used to be and that’s a good thing. There’s a growing consciousness around diversity, inclusion, and purpose. With Gen Z and Gen Y now making up 70% of the workforce, we’re seeing a shift in expectations. These generations are choosing to work with

Almost every day there is an update where an organisation has laid off people in thousands. It is not limited to any one industry, any one geography, any one function. I get these articles as news updates in mail box. Not a very good thing to start one’s day with.