Welcome to the Middle Earth Alumni Community! Congratulations on your certification! Your journey to success begins now. Join our WhatsApp groups for exclusive post-certification benefits. 👉 Join WhatsApp Group now - https://chat.whatsapp.com/IRTRXqi0cZm5L7nSTEhzYW What's in Store for You? 📚 Community Events: • Career mentoring sessions with senior-level HR professionals who will help you analyze the gaps in your career and give you guidance on how to move to the next level. • Career acceleration sessions that focus on giving you awareness about trending topics like analytics, talent management, and more. • Career master classes that will help you prepare better for interviews. • Demo classes in a variety of HR subjects. 💼 Coaching Support: Weekly sessions for project queries through doubt clarification sessions every Sunday. Receive valuable nuggets of industry knowledge, and get the latest on our new launches. 🤝 1-1 Career Counseling: Tailor your path with personalized career counseling. 📈 Certification Follow-ups: Stay updated with industry trends. 🌐 Job Opportunities: Real-time notifications to stay ahead. Join us for continuous growth and exciting opportunities! 🚀 Best regards, Dikshitha Learning and Management Team || MEHR

This Article speaks about ‘Mentoring relates primarily to the identification and nurturing of potential for the whole person. It can be a long-term relationship, where the goals may change but are always set by the learner. The learner owns both the goals and the process. Feedback comes from within the mentee – the mentor helps them to develop insight and understanding through intrinsic observation, that is, becoming more aware of their own experiences.’ For more content click on the below link. https://drive.google.com/file/d/14xf8VD27nnjjeu08qJsCfRu_pfXWlpvj/view?usp=sharing

This Article speaks about Overcoming The Fatigue Of Diversity, Equity And Inclusion. “We are in unprecedented times.” This phrase has been used over and over to describe what we have collectively gone through with the impacts that the coronavirus has had on our personal and professional lives. Leaders of organizations everywhere are reeling from the past 2 years of transitioning to remote and hybrid work, disruption to their supply chain, production and distribution, gains and losses in the business, and the consequences of the Great Resignation. For More Content click on the below link. https://drive.google.com/file/d/1H_mJeRdasKqidwzzspqhczeyIdRNsF51/view?usp=sharing

This Article Speaks about The Three Pillars of Great Hybrid Leadership. Let’s define hybrid work. Setting out to find a shared definition helped us understand the spectrum on which people talk about hybrid work. It turns out, that range is pretty far-stretching. We asked respondents to define hybrid work based on the number of days spent in office: • 41% More than once a week • 19% Once a week • 9% Once a month • 4% Once or twice a year • 28% All the above For more content click on the link below https://drive.google.com/file/d/1zSOqqPeeEK5RtLca-jtad3PmgBz5GSVq/view?usp=sharing

This Article speaks about Boss to coach. The workplace has changed, and the pace of disruption is increasing. Managers must lead differently in the face of new challenges. Now more than ever, it is crucial that managers understand — and be equipped to provide — what their employees need. Today’s employees demand meaningful work, managers who care for them as people, ongoing communication, clear work expectations, and opportunities to learn and grow. They want a coach, not a boss. Click on the link below for more details. https://drive.google.com/file/d/1PFes2tu6i6dtXLkkwFZWcDD2XGAurjcV/view?usp=sharing

This Article speaks about Evolve Culture & Leadership for the Hybrid Workplace. Today’s workplace is hybrid by default, raising concerns that culture and leadership will suffer. They don't need to. In fact, accepting hybrid as a permanent feature of the modern workplace creates an opportunity for organizations to evolve their approach with an emphasis on two key areas: 1. Reshaping culture. For culture to succeed in a hybrid world, leaders must work intentionally to align and connect employees to it. 2. Equipping leaders. Effective hybrid leaders are human leaders who are authentic, empathetic and adaptive to individual employees. Ready to get started? This action plan lays out a 12-month roadmap for HR leaders to reshape culture and leadership for a sustainable hybrid workplace. Click on link for more details. https://drive.google.com/file/d/15jSsixHJ6LQHv06B_3_eGUC0dQTZsMX0/view?usp=sharing

This Article speaks about Your Global Growth. A remote-first workforce is when working remotely is the primary option for a company’s employees. This means that team members are not required to perform their jobs from a centralized office on a permanent basis. Instead, employees work from another location, such as a home office or coworking space. Remote-first companies prioritize asynchronous communication and location-independent processes. For more content click on the link given below https://drive.google.com/file/d/1ucAV85wA_S7iWPl-vM1B2FYIiOC01dE4/view?usp=sharing

This Article speaks about How to implement a coaching mentality at your organization. Coaching, a long-admired but seldom accessed intervention has seen a rapid rise in our culture as a go-to method for changing behaviors. However, as with any trending term it can easily get bastardized. We are seeing this happen right now, with coaching becoming an umbrella term for anything that potentially might help a person. As HR is increasingly getting requests for employee coaching we wanted to shed some light on what coaching is and isn’t, and how your organization can maximize the value you get from your coaching investments. To know more click on the link given below. https://drive.google.com/file/d/1SxwC2IWngzmp6gfHdlJ0YIOAYAdCQpka/view?usp=sharing

This Article speaks about Employees “belong” when they feel accepted, comfortable, and connected within the organization’s culture; they are excited and positive about their place in the organization – both currently and in the future. In the current landscape of social media proliferation, many mistakenly assume that belonging is simply a matter of participating in an organization with social support or working among a group of friends. In other words, belonging is a matter of social connection. for more content click on the below link. https://drive.google.com/file/d/1w9TO8wf6MzZl2DztMv8xvdusZ-_IJEsk/view?usp=sharing

This Article Speaks about virtual reality training One thing we’ve seen all too often is the desire to create 3D renderings of the environments for training. There are times when this makes absolute sense—maybe the facility has not been built yet, or perhaps you don’t have access to the area that will best serve the training. https://drive.google.com/file/d/1AUO1Rrd4Uv8IhclIl3YGnT5miF7Ccszq/view?usp=sharing

This book is intended to be an outlier within the world of management and leadership. We believe this is necessary if society is to cultivate better and wiser leaders. Much of today’s management literature fosters warm feelings and unimportant results. It has good intentions but it leads to sterile outcomes. Click on the link to know more.. https://drive.google.com/file/d/1NK7sV4sRCUq5l9FVUYJAt0iDldlt-Ptk/view?usp=sharing

This Article Speaks about 360 feedback. 360 Degree Feedback is the modern approach to help leaders and employees develop this vital attribute of self-awareness. This guide explains the power of 360 Degree Feedback and covers the history and uses of 360 Degree Feedback from its origins to modern theory. click on the link for more content. https://drive.google.com/file/d/1L_BGB71g7Ls1tiVZG43WNaACw9_RWX90/view?usp=sharing

This Article Speaks about Baby Boomers: Today's media may like to start culture wars between generations, but the reality is that the workplace should be a melting pot of different ages, experiences and skills. And great employees are those who learn from everyone that they meet. They understand they can take inspiration from and be inspired by co-workers from different generations, different departments and different backgrounds. With this in mind, in this article, you will learn the common workplace characteristics of the baby-boomer generation and why you should be learning from your elders. Click on the link for more content. https://drive.google.com/file/d/1JlWmUkiiw8tGFhc2V--gpQXqJX8VforU/view?usp=sharing

Harvard professor Amy Edmondson defines psychological safety as “a shared belief that I can bring my full self to work, that I will not be humiliated or made to feel less good about myself if I speak up with ideas, with questions, with concerns, and yes, even with mistakes.” Psychological safety is linked to several metrics top of mind for any HR or business leader. According to Gallup, moving the needle on psychological safety can lead. click on the link for more content. https://drive.google.com/file/d/1sROu1Rkq3QL-3g8PLufVim8C3srJKbbd/view?usp=sharing

In this special report, They’ve collected the best of Business Management Daily’s advice on employee discipline, write-ups, and insubordination. Whether you’re a small business, Fortunate 500 company, in-person, remote, or hybrid —they’ve got the insight you need. To read the content click on the link given below. https://drive.google.com/file/d/1rPBYkxdtA0BYo5tQ6UklGirT_cXPBN9m/view?usp=sharing

That’s not true when the “thing” you desire is leadership development. Creating a high-quality, effective leadership development program with coaching as the key component requires time, strategy, and capital to plan, launch, sustain, and nurture. https://drive.google.com/file/d/1O8J2epROWFu4FeRMO0dWlQRhGURglFud/view?usp=sharing