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Middle Earth welcomes you for a Free Master Class Mentoring Sessions. Schedule : 1. HR Career Mentoring Session - March 14th 2021 - 11.00 am - 12.30 pm 2. L & D Career Mentoring Session - March 21st 2021 - 11.00 am - 12.30 pm The Session Will Cover: Scope of opportunities Self-guidance and Self- motivation techniques Tips to optimize your career Seek the right career direction. Competencies/ skills required to grow to next level Can voice out your queries regarding your career/profession Click Here to Enrol

Mental and Emotional Health is the most ignored aspect of people's life. In fact, most people don't know that physical health is an output or effect, and emotional imbalances and mental patterns are the cause or input. Aware of the pandemic's toll on Employee lives , Companies are helping them improve their physical, mental, emotional and financial wellbeing. Visit www.getwellthyindia.com to start your wellness journey by finding out your wellness score. Also find out where you stand vis-a-vis the Wellness Index of India.

HR and the Innovation Process Five ways in which HR can influence innovation One of key values which enable a company or product to stay ahead in the market is innovation. Innovation is vital for not only differentiating products and services in the market, but it also a catalyst for true culture of value creation in any organization. How could HR pitch in to drive Innovation? Some ways in which HR processes could drive innovation is described below. Rewards & Recognition The aspect needs to take Innovation as a key indicator of performance. Promoting innovation could be ingrained into the goals and thereafter in the annual rewards mechanism. Innovative ideas need to be promptly recognized as it occurs by formal appreciations to the employee. PMS Innovation could be a key competency requirement for PMS. This aspect needs to be embedded in the short- and long-term goals of the staff. Innovation specific projects need to be part of goal setting planned by line and functional managers. An act of innovation could be recorded and spelt out in performance ratings and incorporated into the formats. Recruitment Innovation is a competency very difficult to assess in shorter framework of interviews. A BEI could give some insights about the innovative mindset. However, these qualities can be assessed effectively with in basket exercises and roleplays during assessment centers. An innovative mindset could be a vital requirement for certain type of job roles and start up organizations. These could be earmarked a key competency to look for during recruitment processes in certain high potential roles. L&D Innovation is a vital change agent for businesses willing to create a mark in the market. It very important hence to keep this as a competency to work for in the IDP plans across functions and verticals. This need is to be hence developed and promoted through a training methodology which can bring innovation as a measurable output. Culture and Engagement Tracking innovation within large organizations become cumbersome until and unless, it is in the DNA of the organization. Innovation is a value proposition and should hence be part of the vision and mission statements. An innovative culture drives the process across various levels making it easier to develop and obtain innovation to grassroot levels. To summarize, Innovation is not a standalone value that could be done at a functional or team level. This needs to be ingrained in the organizational processes and products.HR has a key role to play in promoting Innovation by getting the right talent, nurturing it, and also rewarding the deserving employees who have the innovative mindset. Lt Col R Sudhir (Retd) Life , Executive and Career Coach

This blog is written on the basis of a video lecture hosted by Ms Nandita Sanker. A Delhi University Graduate, she has an Advanced Strategic Management Qualification from IIM Indore. She started her career with Global Advertising Agencies like Saatchi and Saatchi and RK Swamy BBDO in the creative function, extremely successful she grew quickly into the role of a creative director. Her interest in Training caused a mid-career switch to Learning and Development which has been her forte for the last 20 years. A global Trainer and Consultant she traverses the globe conducting training and Organizational Development interventions in countries like Egypt , Jordan , Australia , Indonesia and India. She has worked with over a 1000 organizations conducting open workshops and In-company interventions. This blog is co-authored by Ms Nyaya Praharsha, Masters Graduate in the field of Mass Communications and Media Studies from MCC, Chennai. With extensive experience in media, both written and spoken, she has developed the skills required for content creation. Every trainer, tutor and teacher have always come across different types of participants or students. We’ve broken down all the different types of participants trainers encounter and made a list of 3 major types. This blog speaks of the 3 different types of problem participants that trainers encounter in their sessions and also gives tips on how to handle these types of participants, Type 1: The WASPS: W: Willing A: Active S: Smart P: Persistent S: Show offs This particular type of participants are not necessarily negative. They are extremely enthusiastic participants who are hyper active in classes. They know all the answers and do not hesitate in showing it off. This active, extroverted nature could hinder the learning process of a few participants who aren’t all that quick or active. Tips to Handle WASPS: You don’t want to shut them down completely. Sometimes this enthusiasm even boosts your spirits to teach. But there are times you want them to tone down a little. These tips are useful for those times. 1. Give them recognition 2. Look and smile at them. 3. Incorporate their ideas in your summaries 4. Tactfully interrupt 5. And if it does not stop, avoid eye contact. 6. Make sure that your body language shows them that they need to tone down a little but not in a way to discourage them completely. Type 2: The SLUGS: S: Slow L: Lethargic U: Uninspired G: Gloomy S: Sad These types of participants are usually very disinterested in the happenings around them. They seem absent minded and just not present in the moment. They pay no attention to what the trainer is saying. They don’t bother involving themselves in the activities either. They usually bring down the energy in the other participants and also sometimes the trainer. And for this reason, these types of participants and their behavior must be acknowledged and stopped. Tips to Handle SLUGS: No matter how old your audience and how mature they are, it is up to the trainer to keep up the pace in any session. Handling this type of participants and not letting the energy levels of the class slip down is one of their responsibilities as well. 1. Encourage involvement 2. Ask them simple questions 3. Maintain extra eye contact 4. Talk to them privately and see if there is a personal issue hindering their attention levels. 5. Team them up with a WASP. Type 3: The TOADS: T: Turned off O: Obstinate A: Aggressive 😧 Demanding S: Smart-Alec This is the type of participant that no trainer would want to have in their classes. They constantly have an attitude that makes the host lose grip over what has be taught. These are also the participants that need to be shut down quickly so that the entire session is not disrupted or lost. Tips to Handle TOADS: It is important to know how to tactfully yet sharply control your participants solely because they are all professionals and definitely experienced. But it is necessary for the trainer to maintain control over his classes and participants. 1. Remember to take the remarks and attitude of TOADS professionally rather than personally. 2. Speak with them one-on-one with them and try to understand the root cause of their behavior 3. Acknowledge their concern. Keep these types of participants and tips to handle them in mind the next time you take a session. That way you as a trainer will have control over your sessions and it will flow more smoothly.

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.

@Nitin SankerSir thanks for sharing your experience.....

yes my first job was with NIIT .......learnt a lot there .....instructional design , international exposure , fell in love with training.. good learning company

Monday Morning Motivation (Yes, a new series I want to start) Today, I came across a big quote but only the last two words caught my attention. DELICIOUS AMBIGUITY. It almost looks like an oxymoron. But in its own way, this phrase speaks volumes to every [person. It means being open to change and acceptance of the fact that change is the only constant. And taking pleasure in this ambiguity is what I took away from this phrase. I hope that this week you find peace and pleasure in ambiguity.