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  Women still face numerous Challenges in the Workplace. The playing field is still not level. One of the biggest challenges women face in the workplace isn’t just the glass ceiling—it’s the invisible walls that restrict access to opportunities, decision-making spaces, and career-defining moments. 🔹 The Unconscious Bias – Assumptions about their leadership styles, competence, career ambitions, employment continuity etc still shape hiring, promotions, and assignment of high-impact projects/roles. 🔹 The Networking Gap – Key decisions happen in rooms where women are often underrepresented. If you’re not in the right circles, you’re missing out on influence and advocacy. And the access to those right circles is also often limited. 🔹 The Double Standard Dilemma – Assertiveness in men is seen as leadership. In women? Often misinterpreted as aggression or being “too much.”. But if they are not assertive enough, then they are not fit for leadership either. It's like a chicken and...

  The interviewers and especially Leaders are NOT looking for the Right Answer. Instead, they are looking for #StructuredThinking and #ProblemSolving In today’s dynamic business landscape,  leadership is less about possessing  the "right answer" and more about  demonstrating a disciplined,  structured approach to problem solving.  It's not the immediate solution  but the methodical path taken  to arrive at it, especially when  navigating uncharted territory. Solving problems with known solutions is routine.  The real challenge and 'opportunity' lies in  addressing issues without a playbook.  Exceptional leaders excel by: 1. Deconstructing the Challenge: Breaking down complex problems into manageable components. 2. Leveraging Technical Insight: Assessing each component through a lens of expertise to explore viable possibilities. 3. Identifying Strategic Next Steps: Selecting one or two critical actions that propel the organizati...

  The TATA framework for hire versus don't-hire decision. 1. Can they THINK? Are they problem solvers?. It's all about their ability to think on their feet in a structured manner to solve problems and arrive at solutions. 2. Can they ANALYZE? Are they comfortable playing with numbers? It doesn't mean being a math genius, just a knack for handling basic analytics. 3. Do they have the TOOLKIT? Do they have the practical skills needed for the job? This is a mix of technical, functional, behavioural and business skills.   4. Can they ARTICULATE? Are they able to formulate their ideas and explain them clearly in a simple manner? Good communication is crucial.  Now just imagine.  If the interviewer is using this framework while interviewing YOU ...  how are you ensuring that you are scoring big on all these parameters?  How are you showing your structured thinking and problem-solving skills?  How are you showing your analytical skills and analytical ben...

  Don’t Just Prepare for the Interview; Prepare for the Job Itself! Most candidates treat the interview as a Q&A  where the interviewer is asking questions  and they answer to their satisfaction.  So preparation for the interview  revolves around preparing best  answers to likely questions.  But if you want to make a real  difference to how the interview goes; Walk in as if you already have the job. - Don’t just study the job description; own it and live it. - Think like an insider, not an outsider. - Speak, act, and strategize like the professional they need. - Focus on the Future and not your past experience alone.  Interviews are not about ‘being yourself.’  They’re about also not just being the best version  You should be THE Version what the company seeks. Go beyond just preparing for questions.  Prepare for responsibilities, challenges,  and the stretch expectations of the role.  Make them see you as a Long ...

  20 Years of Experience vs. 2 Days of Certification – Who Do You Call? With 20 years in Organizational Change Management, I find my profile sidelined because I lack a Change Mgmt. certification; while those with 2-5 years of experience and a short training get shortlisted. People who have gone through a two-day certification program with few years of experience and those who have done 'change management' as part of their (other) primary role get through to an Interview. And what's with Organizations creating a pretty long JD for Change Mgmt. profile seeking a world of experience for managing complex change in complex environment from a professional with 2 to 5 years of experience :) And then there are those who title their job posting as Change Management / Change Manager but as you dive into the JD, it starts to read like that of a Project Manager with 1-2 lines devoted to Change Management. Hmm ... so u could not get a budget approval for PM so thought of seeking ...

  The ABCD of bridging the gap between Goal Setting and Goal Achieving  Intent is Great.  Planning is Important. Support System is crucial.  Execution gets the Job Done.  We are touching 50 days into 2025 and some of us have already let go of the efforts for our goals.   Somewhere along the way, intent didn't translate into action and motivation fizzled out. Why? Because setting goals is the easy part. Achieving them requires a structured approach. Let’s break it down: A. Intent is Great: But It’s Just the Beginning Setting goals is exciting.  We visualize success, feel inspired, and convince ourselves that this time, things will be different. But intent alone doesn’t create results. Think about it: how many times have we set goals but failed to execute?  Intent is the spark, but it needs fuel to keep the fire burning. B. Planning is Important: But Don’t Get Stuck There A goal without a plan is just a wish.  Planning gives intent a struc...

  The Silent Brain Drain: The Leader's Role in Preventing the Loss of Critical Skills Employee turnover isn’t just about losing people—it’s about losing institutional knowledge, strategic foresight, and business-critical skills. The Linkedin Workplace Learning Report 2025 presents a troubling trend (its conclusions based on analyzing LinkedIn data): the most at-risk skills lost to attrition are also the hardest to replace. Once you understand what the Top Skill does for the organization, you understand what you are actually losing ...  - Business Strategy – The ability to set and adjust goals in a shifting market - Strategic Planning – The foresight to navigate uncertainty - Sales Mgmt & Project Planning – The backbone of revenue and execution When experienced professionals leave,  they don’t just vacate a position; they take years of strategic thinking,  client insights & decision-making acumen with them. So What Should Leaders Do? ✔ Invest in Leadership Dev...

  "It’s Going to Happen Because I Am Going to Make It Happen!" Waiting for your manager to recognize your hard work? Hoping your mentor will push you to success? Expecting the perfect opportunity to just land in your lap? It doesn’t work that way. Your promotion, growth and success are not dependent on someone  else’s goodwill or validation.  They are YOUR responsibility.  You got to make them happen.  Yes,  managers can support,  mentors can guide, and  opportunities can arise,  but they are only catalysts.  You bring the chemicals; effort, preparation & initiative to make the reaction happen. Want to grow?  Invest in yourself. Don't wait for Company.  Want a promotion?  Prove your impact. Don't just do the task.  Want success?  Create opportunities Don’t wait for them. Too many professionals  blame circumstances,  lack of mentorship,  and bad bosses,  for their stagnation....