Leaderboard

Having been a trainer in leadership for the last 20 years, a visiting faculty in leadership related behavior at organizations like the IIM and ISB, having consulted and coached in over 20 countries in Asia and Africa, also heading my own organization and having a business degree from IIM Calcutta I do believe I have a grip on what leaders need to have in the new era which is coming up birthed through covid, but already popular through terms like the VUCA era. It becomes imperative that organizations need both left brain and right brain leaders who can manage in these troubled times and lead organizations through the shoals of uncertainty and volatility. let’s get down to the list and see why these may be the key skills all leaders need to build What will your second career in the Gig economy world look like Motivate Others And Building High Performing Teams Analytics Skills Emotional Intelligence Digital Intelligence And Technology Skills Innovation And Design Thinking

The year 2020, has been a roller coasting year across the world due to COVID-19 Its time to get some additional leadership capabilities to focus on fostering today’s talent for tomorrow’s challenges. There are a few leadership strategy would help stimulate to future leaders. 1. Spanning boundaries “We know that we need to move faster. But a lack of cross-functional working is holding us back.” “boundary spanning” is the ability of leaders to rapidly create alignment, commitment and direction across boundaries. Success no longer hinges on the contribution of individual superstars. It’s about how effectively people work across boundaries and how quickly project-focused teams can form, perform and re-form to deliver their objectives. 2. An outside-in perspective The things that can really hurt us are what we haven’t thought about.” Disruption can come from any direction due multiple external factors such as global competition, rapidly evolving needs of customers or market dynamics. Leader may not have enough time prepare. Be aware that they don’t know what they don’t know and challenge those around them. 3. Leads with purpose “There’s a real disconnect right now between values on paper and our behavior in practice.” For leaders, authenticity matters. People can easily spot when the words don’t match the music. And they remember when leaders say one thing and do another. People need to feel they are contributing to something greater than themselves that actually makes a difference in the world. 4. Inclusion and psychological safety the leader “hears about all the stuff that’s going well — but not the real problems facing the business,” There’s no team without trust. Trust is about treating people with dignity and respect so that people feel they can speak up and take risks without fearing negative consequences. when these are lacking, people hold back. Tensions simmer. The team pulls in different directions. Inclusion means making people feel that they belong and they’re valued, seeking out diverse perspectives, and drawing on the range of knowledge and experience in the team. 5. Leader as coach New leaders with the challenge of “learning the role while leading it.” Given that 70% of a leader’s development is through on-the-job experience, the solution is not simply to put people through development programs. Instead, this capability is part of creating a coaching culture where leaders develop leaders and support one another in navigating the real-world challenges they face. 6. Agile execution “The external environment is so fluid and volatile right now that it demands a more agile, flexible approach and thinking. leaders who are able to act quickly are two times as effective at making change happen. There’s no lack of great ideas in organizations, but a limited pool of people who excel in translating ideas into reality, quickly. Leaders need to get sharper at executing change at speed. This is not just about ruthless prioritization, decisiveness and a bias for action Those who can get things done quickly excel at winning hearts and minds at all levels and navigating resistance.

Hi All, I'm here to share some important facts and updates of the Senior HR Career Mentoring Session. The session went on very well. Glad to see few of our alumni attending the session - Ms.Tapti Bhattachaya, Mr. Sanjay Kumar, Mr.Neeraj Basole, Ms.Prajka Patil,Mr. Munir , Mr. Arun Kumar No. of attendees : 50 Mentored by: Mr. Nitin Sanker Feedback regarding the Session: Great Session Sir..thank you for the same...appreciate your effort.. - Anand. Thank You so much Nitin sir for the wonderful session!it was really knowledgeable - Dhanali Kargutkar Thank you Nitin and Krishna...very informative session...will keep in touch - Ancil Stephen Thank you Nitin sir for the valuable information..it always has been so good to listen to you. thank you for the session. have a nice day - Margaret Details of Upcoming Session: Career Mentoring for 0-4 years experience - 17th February 2021 (11 am - 12.30 pm)

In the fast paced environment of hiring nos. / filling candidates as per Project requirements, there are instances where the candidate turns out to be best performers / failures on the floor post recruiting. If the Recruitment team has to go beyond the resume, first of all the team should be adequately trained and provided with the required resources in terms of Time, Manpower and support. About RESUMES How a Resume looks in general • A brief resume which talks about personal details and not in detail about professional achievements • A resume, where the resume talks about both personal and professional details in brief • A resume where the details run in pages giving a detailed description of all personal and professional achievements How to Go “BEYOND THE RESUME” • As a Recruiter / Interviewer, he/she has to go through the resume, prepare notes on the questions to be asked or the detailing to be done. • Once done, the candidate shall be called and a detailed discussion shall happen covering all aspects right from schooling to the recent job and the achievements. • Recruiter / Interviewer should spend at least 30-60 minutes with each candidate to understand the Strengths / Areas of Improvements / Career highlights / expectations and record the same • The details should be shared with other Interviewers so that they can add their comments / suggestions • Prepare a detailed notes / synopsis of each candidate culminating as a CANDIDATE PROFILE, so that the candidate is known thoroughly By religiously following the procedure, the details can be captured and the candidate can be placed in the right position by providing right environment All teams in the Organization should plan well in advance about the requirements, so that Recruitment team is provided adequate time to hire the right candidate. Above all, the Recruitment Team should be trained enough in mastering the art of going “BEYOND THE RESUME”