We Must Practice Growth Mindset before we preach

1. How do you create a buy-in for trainings at workplace?

As we evolve in the VUCA world, future looks ever more dynamic and disruptive across the organizations and roles. To be able to drive the change and be relevant in this environment one has to learn every day. This is the philosophy we instil not just in leaders  but also our employees. Tying in the career progression they seek and the development journey they are on to reach their career goals with the learning enhances the relevance of trainings and this has worked for us well whether it’s driving learning on the job, through MOOC or the classroom trainings.

While the need and relevance of training is the push factor, a good delivery with strong content and interactive approach is what pulls the crowd.

2. How do you motivate your leaders to undergo a training intervention?

Leaders will champion interventions if the trainings make business sense, helps them influence people in the right direction. This is why we complement the learning needs with the strategic business goals and the vision of the organization leaders want to build over time.

3. Tips for a budding HR/L&D professional?

Practice empathy connecting with your stakeholders whether it’s the leaders or employees, Business acumen & People connect are the key to success as HR/L&D experts

4. One HR/L&D practice that has always worked for you as an HR.

As HR/L&D we need to practice before preaching the continuous learning and improvement mindset; whether it’s in promoting internal talent, living the culture and values of the organization and being equitable and fair in overall conduct unless we as HR & Leadership become the role models success in these critical and important areas can be challenging.

5. How do you build great teams within the organisation?

A high performing team is built on solid trust where the team collaborates and holds each other accountable engaging in constructive conflict. Leaders play a big role in ensuring this is in place through the pull and push factor and by keeping a tab on the team’s pulse.

I once worked with a leader who through his sheer inspirational coaching turned around a cross-functional team (including me) to work together resulting in actual business results achievement and friends for life celebrating that success it all started with a dream and the details followed with everyone buying into the idea and contributing in their own little way along the line building the trust which was a big roadblock in the earlier setup.

6. Tips to overcome Silo mentality at workplace?

Collaboration is the key! Utilising the digital forums to enhance information flow and not losing the human touch by getting together and spending quality time while also updating one another with the relevant information helps in breaking silos

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