Rainmakers

have not really come across anything more profound than this dialogue by Ravan from the book "Asura" by Anand Neelakantan where he accepts his every emotion with elan.

The book mentions that the traditional Indian wisdom places importance on controlling emotions and projecting intellect alone. Ravan is advised to shun the nine base emotions ( or his nine heads) of anger, pride, jealousy, happiness, sadness, fear, selfishness, passion and ambition but in his response Ravan justifies the possession of all the ten faces as they make him a "complete man" ( read the excerpt for better understanding)

As a emotional intelligence practioner, umpteen times I have heard people say "I want to become emotionally intelligent so that I can control my emotions"🤐

I have often wondered why are we so scared of emotions?? Our emotions are just data trying to covey something to us...if only we would stop by and listen 🎶

It is just human to feel happy, sad, excited, angry, without these emotions we would be bots. So rather than controlling them..go ahead acknowledge them and choose your response 😊

If this interests you..read the book. definitely worth a read 📚 and if
lnterested in exploring your EI quotient..ping me...let's talk

Training outcomes- whose responsibility

How cool it would be if we could witness the of our and see the impact it was creating. See the policies being reworked to make them more inclusive, see biases being called out and addressed to facilitate , see leaders reaching out to their teams and connecting as people, see leaders being mindful of including everyone in Conversations and discussions and moving towards common ..well I experienced this recently while conducting "Group coaching sessions" for the leaders😎

as it is called..is a part of the learning journey that we have curated and are conducting for a MNC.
After every two workshops we conduct these leader connects to check the implementation and if they are facing any challenges during the same.

Well, initially I misunderstood the concept coz till now as training partner no one had ever asked me to question the leaders on the implementation status of the learnings therefore It came as a pleasant surprise when the L&D head said the "Feedbacks are good now check the implementation coz if as leaders they are not open to implement new ways of working..not ready to upskill themselves then there is no way that they can drive the teams to the desired outcomes. One needs to lead by example"

What followed were some wonderful sharings around whats has been implemented and what is the impact they are witnessing.
And If they have not implemented why? how are they going to resolve it? and by when with timelines..

Learnings
- For me the shift from "How will you implement these learnings in your workplace?" to " How have you implemented the learnings in your workplace and what impact are you witnessing...share instances" was possible by the trust shown by the organization. It is very empowering and is partnering in true sense.

- Straight questions might be uncomfortable but they make you think and that's what drives the action. while Questioning the leaders I could see the discomfort but the message was loud and clear "We mean business" and with some resistance it was accepted. Post which we had some very productive goal oriented discussions.

- It takes a lot of courage to identify and call out your bias and lay it open for brainstorming and discussion to design an action plan. Creating a safe space helps in acceptance and unbiased, non judgemental discussions

- Driving training outcomes is not solely the responsibility of the Trainer. The success of training and it's impact on Learners development and performance is a shared responsibility between the Trainer, Learners, and the Organization. When all the three align you see learning outcomes in action.

If you are looking to create a culture of growth and learning in your organization we can help you create, curate, design and execute impactful learning journeys. feel free to DM me.

of creating a Learning Journey for Leadership team in a MNC

"Creating a culture of learning is an investment in the future of your organization, where knowledge becomes a catalyst for progress" any organization which believes in growth and progress also believes in promoting , and
for it's employees.

On that note we had the pleasure of designing a 6month long for a Multinational.

The objective was very clear..
Since the organization had gone through a massive transition not just in form of dealing with pandemic, introducing hybrid model of working but also influx of new leaders therefore it was essential to equip them with the right needed to handle new age workforce.
They wanted the new leaders to handle their teams with and and also to realise the strength of working with .

We have designed 6workshops which will roll out over the next 6 months with constant Handholding in the form of creating concrete action plans, reflections and interactions.

The first workshop on "Becoming Inspirational Leaders" kicked off in the month of May.

The objectives
- Understanding qualities of an Inspirational Leader
- Develop strategies to motivate & inspire team
- Effective communication a strong Leadership skill
- Techniques to build strong Interpersonal relations n collaborations
- Identify various methods to lead and create a positive work culture
- Handling disruptions & showing resilience
- Creating a personal action plan for becoming an Inspirational leader

The session was run through case Studies, brainstorming on leadership qualities, sharing of personal stories of leadership, Leadership Reflection circle and Creating a personal action plan.

Key Learnings
- When you take inputs from the participants you have their skin in the game...engagement is high and it's much easy to drive the outcomes
- keep sufficient time for debrief - Space the various modules, activities in such a way that there is ample time to reflect and discuss.
- Group wisdom harvesting gives you the AhA moments - Senior Professionals come with a lot of on ground experience. The sessions became extremely enriched by the experiential sharing from the participants.



A big thanks to Deepak Mundada for the opportunity.

Is there a softer aspect to ?

Can you add to your ?

How do you weave a compelling story while you are presenting statistics?

Why powerful openings are essential for presentations? How can you build it?

Is the only way to present or is it just a tool?

Presentations are not the slides that we create and present...Infact it's the skill to connect with the audience, to drive our objectives, to them in making decisions in our favour, to them and to them and therefore it needs to be done right...

Conducted a session on "How to make powerful presentations" for a MNC

Thanks Bhavna K Murthy and Trainings Pragyan for this opportunity

delhidiaries

And it's a wrap up for Delhi..

Major learning...Trainings need to be engaging, involving and addressing the needs of the participants.

When I entered the training room I was welcomed by a bunch of skeptical participants not sure of what to expect and even more worried "how will we sit that long"😎

A quick mood check with "mood-o-meter" and an ice breaker helped set the mood and the context and then it was a joy ride all the way with learnings and laughter going hand in hand...activities, discussions, reflections and role plays based on real challenges.

By the time I wrapped up... I had happily grinning participants with their quiver full of learnings and some very serious reflections 😊




A big thanks to Ruchika Bhatia

Do we understand the concept of ?

Do we maintain and ?

Is important before breaching someone's personal space?

What's the when we ask for consent?

The questions were one too many..the discussion animated and very vivid..but the intent clear...to create and nurture a workplace where we would love to work, where we looked forward to coming everyday, where we felt safe and cared for, which allowed us to grow and be our productive best.

Thank you Ruchika Bhatia for this opportunity.

Does play a role in our Etiquette?

What happens to our when mounts up.. are missed.. increases and the client is breathing down our neck?

Our Etiquette are a reflection of us and our organization..it's essential to be mindful of what we

workshop for a Freight company. A big thanks to Ruchika Bhatia and Deepika Gehlot for this opportunity.

Interested to know more...feel free to DM me😊

What is your relationship with your organization? well ofcourse you are an employee. You work there, you earn, you fulfil your growth goals but more importantly you are the of your organization and this is a responsibility much larger than you realise.

It's you who make the organization and it's , with the you follow, you lay the foundation of creating a , , workplace which upholds the and of not just its employees but every stakeholder who is a part of the organization. You define the image of your organization (a fact you should never forget😇)

As we navigated the topics of maintaining and respecting , importance of making people feel safe and , learning how to and handle interruptions gracefully through and lots of it was super dhamaal
Conducting the workshop on "Corporate Etiquettes" for mid mgmt for a Multinational Freight company.

Thanks a lot Ruchika Bhatia & Deepika Gehlot for trusting me with their employees.

workspace

And the New Year begins with some Heartfelt Messages❤

As a trainer I often have my "AHA" moments whenever my participants share how something that we discussed has impacted them and how they could apply the learnings in their day to day life.. but this time it was extra special.

One of my participant who was from Goa had been sharing the training details with her Grandfather n her parents and it was a complete honour when her grandfather commented "neither in my generation and nor in your father's generation have we undergone such an impactful training" ❤

A couple of other participants had also been sharing training details with their parents and even the parents were curious to learn more and transform their thought process ❤

Wrapped up 4day training for new interns and would be hires for though the focus was building skills in , , , handling transition from I emphasized on building to , , and making real connects with warmth and genuinity.

Thankyou UNext Learning for this opportunity.

Cultural Intelligence

Did you know that in Philippines if you are walking on the road and someone is drinking..they offer you the drink and you are to take a swig 🍻 well sounds interesting isn't it??

In Malasia its a family tradition to have dinner together. If any one of the 2 partners is not available for whatever reason, they get on a call.. either video or voice and make up for the lack of physical presence... shared my Malasian participant who had been married for 15yrs now and practices it every single day.

This and many more such intriguing cultural practices and heart warming stories were shared by my International participants as we discussed unique from various regions across the globe, why is it important to develop and and how we can develop .

Our Culture gives us our unique identity. In today's fast shrinking world with Organisations opting for and all of us becoming it is not only important to be sensitive but we also need to have the right tools to navigate through this cultural mayhem.

This was my last session for this year with and I had a blast conducting it😊. Looking forward to a Terrific New Year and some more learning and sharing😍