Creating Meaning Together

 In studying how dialogue works in coaching, we often study what coaches do: what are they asking and what are they doing? We also study what clients do: what are they thinking and what are they saying? Yet the critical part of studying meaning is not about what we do individually but what we do does interactionally. This video illustrates how a simple heuristic of interaction-Dialogic Orientation Quadrant (DOQ)-makes meaning-making visible in coaching conversation.

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COACHx: Creating Meaning Together: The Power of Dialogic Intelligence / Haesun Moon | Institute of Coaching

Download Free Coaching Conversations Workbook by Haesun Moon

A study by the International Society for Performance Improvement (ISPI) found that coaching has a 221%.

Testimonial from a Coachee & Mentee

Hi Ruchi,

I wanted to take a moment to express my sincere gratitude for your mentorship and guidance. Your dedication, availability, and approachability have made a significant impact on my personal and professional growth.

Your willingness to listen attentively, provide relevant instances, and offer insightful advice have been instrumental in helping me navigate challenges and opportunities effectively. I particularly appreciate how you encouraged me to apply the concepts and strategies we discussed, fostering a hands-on learning experience that has been incredibly beneficial.

I am genuinely grateful for the time and effort you have invested in me.

Thank you once again for being such an amazing mentor.

Warm regards,

What can India Inc do to attract Talent ?

 I was invited by Linkedin Editorial team to share my thoughts on Talent Attraction . 

Here are my quick thoughts 

India Inc can focus on the following to attract Talent - 

1. Focus on Employee Experience which influences Customer Experience 

2. Invest in People Managers - Managers who act as Coach are able to deliver high team performance 

3. Leverage Employee Testimonials - Encourage current employees to share their experiences working for the company on platforms like LinkedIn, Glassdoor, and social media. Authentic testimonials can significantly influence potential candidates. Thats when Employee Advocacy comes to life. 

4. Setup Employee Referral Program - Great Employees refer Great candidates and bring Top talent to the organization 

5. Prioritize Diversity and Inclusion: Highlight your company's commitment to diversity, equity, and inclusion in your employer branding efforts. Showcase diverse voices and experiences within the organization.

6. Partner with Educational Institutions: Collaborate with universities, colleges, and vocational schools to establish internship programs, sponsor student projects, or guest lectures. This can help attract young talent. 

7. Invest in Employees through skilling, reskilling, upskilling 

8. Talent Mobility Programs 

9. Focus on Employee Wellbeing

What makes a Leader Great ?

A Leader asked what Makes a Leader great ~ 1. A Leader is great when he / she becomes redundant and inspires his/ her People to take action. 2. When Leader creates more Leaders not just followers. Because we need Leadership across all levels in the organisation. 3. When Leader creates Psychological Safety to fail fast / fail often and eventually get stuff done. 4. Relentless Execution is the key in the build phase of Startups. 5. Leader assembles a team with complementary skillsets and mindsets. 6. Humility & Empathy makes a Leader great in crisis. 7. Sam Altman , Elon Musk, Steve Jobs, Jeff Bezos , Sheryl Sandberg , Narayan Murthy , Satya Nadella , Azim Premji, Kiran Majumdar ~ All examples of different types of Leaders with distinct personalities.

1% Better everyday

Can't we do away w labels & titles - Enterpreneur, Mom, CEO , Writer etc .When asked with a question - What do you do for a living ,What if we simply replied without any pretense ~ I Live ! ( Or I get 1% better at Living everyday 🤣) . That's going to be my New Mantra for Life!

Thoughts on ChatGPT, Recruitment & Job Descriptions

High number of (irrelevant) applications is an ineffecient recruitment engine. A good Recruitment funnel would look at all of these metrics . And good employer brand would ensure only qualified applicants enter the funnel . It's better to attract applications from 5 , interview 2 and select 1. Instead of getting 100 redundant applications. I am sure TA Leaders track these ( time to hire, cost of hire, number of applicants at each stage of Recruitment funnel) metrics closely and attach a dollar value to it. A good example of Job description. Include a summary of roles & responsibilities, qualification , a day in the life of the Role holder , experience, brief about company, candidate attriributes / personality that will be successful in the given role, your company values and mission , note on company culture , team pics etc :) https://brainfood-jobs.pallet.com/jobs/f8c32eff-332f-4e91-820e-92847c1a9b55 I have been playing around with ChatGPT and Bard AI to write gender neutral and better job descriptions. How are you using ChatGPT in Recruitment / HR ?

My hot take on Moonlighting

Let me share my hot take on #moonlighting .IBM Chief has criticised it strongly. Would like to ask out of 100000 Employees , how many employees have the necessary Expertise to do Dual Jobs ?And what I do in my free time is none of employer business, if no conflict of interest. My hot take on Moonlighting. What % of population in India is doing moonlighting is the question ? 85% of MBA / Engineers don't have skills to be employed. 80% employees are burned out / overworked / stressed / mental health issues. So that leaves a really miniscule population (2-3% ) whose skillsets may be desirable by multiple employers. Many Companies are washing off their hands from taking ownership of Career Development . What options do extremely Capable and Competent Employees have ? If underutilized by current employer ? But to engage in Marketplace to earn side income. I know at least 10 Gen Z in India / Globally who don't want to work for a typical employer and chose to be part of Creator Economy . I don't have all the answers or solutions . But this #moonlighting is not a problem . We cannot solve our problems with the same thinking we used when we created them. It's a new trend to be embraced just like Infosys did. Over a period of time. It may lead to good attrition. Employees leaving one employer out of his own voilition and applying for opportunities where she finds fullfillment, meaning, purpose. Thinking from Employer Perspective - Employers have to protect Client data and Mitigate Risks. Data Security and Privacy is of utmost importance. Employers can't have loopholes or weak links to allow data leakage. Personal Example The more employers try to control , more itch will happen. Flexibility. Let employees declare in what capacity they want to moonlight and share full disclosure . For example . In IBM Leadership role, I informed my boss and VP HR that I love Public Speaking and get invited by Reputed Business Schools to deliver Guest lectures on HR. ( On weekends ) Sat mostly. As I was in Corporate Job , i did not ask for any Speaking fees from Business Schools . They showered momentos and certificates and honor. My employer was cool with it. As I had gained Trust. I signed double Non Disclosure Agreement when I was in Talent Acquisition Role so Data Privacy was of utmost importance to me and my Employer Trusted me to do right thing as i was in a Leadership role. It was a win win as in B Schools i was doing Branding for IBM. By sharing IBM HR examples with students. And i was reminded during discussion in HRGurukul Community that this is not moonlighting as i was not getting paid to do Guest Lectures at B School.

India HR Leaders to follow and Learn from on Twitter

 Twitter is a great learning tool for Business and HR Leaders. I have curated a list of Leaders you can follow and learn from . List in Alphabetical order 

@abhijitbhaduri

@achalkhanna1

@achyutmenon

@anisharavind

@anuranjita

@aquibusrai

@armaan_seth

@D_Brat

@gautamghosh

@harlinasodhi

@indianyash

@joyandlife

@kenashree

@_kavi

@kshankar21

@leenanairhr

@leenasahijwani

@madhavilal1

@mahasworld

@nathansv

@nishchae

@PankajBansalPB

@rajanns

@rajansinha

@rucsb

@sarangbrahme

@shraddhanjali_r

@shweta_hr

@sukhjitpasricha

@ThiruHR