Supporting Holistic Employee Development

Bring your full self to work. But don’t be too different, will you? Inclusive hiring sounds good. But the system breaks under scrutiny. Especially for neurodivergent talent. Just look at these myths. 👇 Myth 1: Everyone gets a fair shot Nope. One process can’t serve all brains. Sameness isn’t fairness. It’s filtering. Myth 2: Timed tests measure talent Not quite. They measure speed under stress. Processing time isn’t potential. Myth 3: One label fits all No. Grouping dyslexia with mobility issues? That’s not support. That’s a shortcut. Myth 4: Disclosure leads to access Hardly. Many stay silent to stay viable. Trust isn’t built by forms. Myth 5: Interviews show who’s best They show who interviews well. Not who solves, builds, or thinks best. Myth 6: Accommodations are nice-to-have Wrong. Most systems don’t offer them by default. If you have to ask, you’re already behind. Myth 7: Inclusion is awareness Nope. Inclusion is structure. Without change, the system stays exclusive. What to build instead: ↳ Use work trials, not performance chats Real tasks show more than interviews ever can. ↳ Lead with skills, not speed Scrap the timers. Assess what matters. ↳ Tailor the hiring path One route doesn’t fit all. Build with range. ↳ Design for access, not disclosure If they have to ask, the system’s already off. ↳ Stop chasing “neutral” Standard steps reward familiarity, not skill. Inclusion sparks innovation. It boosts resilience and creativity. Even revenue. But the selection process? It often filters neurodivergent talent out. Ironically, in the name of inclusion. Can you bring your full self to work? P.S. It’s Dyslexia Awareness Week. Most people don’t know. Nor what dyslexia really is.

Q. Can you name a simple, yet powerful habit that can transform your workday, boost your creativity, and enhance your decision-making skills—all while reducing stress and improving job satisfaction?? Answer: Reflective Practice. Reflective practice is a HABIT. It's the habit of regularly thinking back on your everyday tasks and interactions to increase your awareness of what you did, why you did it, and how you can do it better next time. It helps with 💠 learning 💠 innovation 💠 improvement and 💠 wellbeing. Build it like you build any other habit... 👉 Start small (5 mins thinking time per day) 👉 Use tools (journals or apps) 👉 Set clear goals (what you want to achieve) 👉 Create a routine (same time every day) 👉 Reward yourself (whatever makes you feel good) Reflection is how you transform everyday experiences into invaluable lessons and catapult your personal and professional growth. I'm not exaggerating when I say that 5 minutes of honest reflection per day...and building on this over time...could save you a lot of stress and prevent years of unfulfilled potential. #reflection #personaldevelopment #professionaldevelopment #workplace #learninganddevelopment

[Steal this] Recently, I ran a hands-on "Building with AI" workshop that walked our Duolingo Product Managers through spinning up brand-new language-learning challenges using the latest AI-powered prototyping tools. Here's the exact workshop guide that you can use with your team. ⬇️ Why we did it: Great PMs ship fast and learn fast. The session let the team: → Practice modern visual-to-code tools (we used Lovable and imported real Figma files with Builder.io) → Stress-test AI chat interfaces for real product work → Walk away with a functional prototype they could show (or lovingly roast) in front of their peers What we learned: → AI tools aren't replacing PMs, but they are giving them a new storytelling tool → The barrier isn't the technology. It's giving people permission (and carving out time!) to experiment → Our team is creative af - we saw games, creative lessons, roasts, you name it! Try it with your team:  We're open-sourcing the entire workshop guide. Why? Because when more PMs can prototype at the speed of thought, better products get built. Period. Your PMs are sitting on massively creative ideas! This workshop unlocks them in one afternoon. How are you experimenting with new AI tools? 👇

If You're Struggling With Workplace Inclusion, Try This...   → Neurodiversity Integration Framework   Last week, I audited a Fortune 500 company's workspace. What I discovered was shocking. Their "inclusive" office was actually excluding 15% of their talent pool.   The bright fluorescent lights. The open office chaos. The rigid 9-5 schedule.   All of these were silent barriers keeping neurodivergent employees from performing at their best.   Here's what we implemented:   1.   Sensory Zones - Created dedicated quiet spaces - Installed adjustable lighting - Provided noise-canceling equipment   2.   Communication Flexibility - Introduced written and verbal instruction options - Implemented structured feedback systems - Added visual aids for complex processes     3.   Adaptive Scheduling - Flexible work hours - Remote work options - Designated decompression areas   Living with cerebral palsy taught me this:   When you design for accessibility, you create excellence for everyone. The most successful companies aren't just accepting differences - they're leveraging them.   The India Autism Center has been pioneering this transformation, offering guidance to companies ready to embrace change.   The question isn't whether to create autism-friendly workplaces.   It's why haven't we done it sooner?   #asksumit   #iac

I have had an amazing internal discussion today and am putting it here so you can make use of it in the week to follow. As a corporate trainer, deep work has evolved into my seasoned ally, a silent force shaping impact and deep learning in my workshops. As a corporate trainer and L&D practitioner, I often find myself navigating the intricate balance of delivering workshops that not only educate but inspire lasting transformation. Today, I invite you behind the scenes to witness how the principles of Deep Work by Cal Newport have become key for my workshop design. 1. Distraction-Free Learning Zones: Creating an environment conducive to deep work is paramount. Before each workshop, I meticulously set the stage—a distraction-free zone where minds can immerse deeply in the learning experience. From silent zones to minimizing digital interruptions, every detail is curated for optimum focus. 2. Time Blocking for Engaged Learning: Time blocks as a balance for flow are a key element of my workshop agenda. Each segment is a deliberately carved block, dedicated to a specific skill or concept. This ensures not only an engaged audience but also a collective deep dive into the subject matter. 3. Prioritizing High-Impact Content: The essence of deep work lies in prioritizing high-impact tasks. When designing workshops, Newport's perspective guides the selection of content—ensuring that every concept explored is not just informative but has a profound, enduring impact on the participants' professional journey. 4. Engaging Deep Work Exercises: Workshops aren't about imparting information; they're about creating experiences for learning and deep thinking on the subject. Participants engage in exercises, creating an immersive space where they can apply newly acquired skills, fostering a deeper understanding that transcends theoretical knowledge. A challenge that I am taking and extending to you too- This week, experience a focused, distraction-free learning environment where every moment is crafted for maximum impact. Try to churn out the learning from the various tasks/ projects you work on. Get deep, that's where innovation happens. Priya Arora #deepwork #thinking #metacognition #learninganddevelopment #softskills #corporateculture #culturematters #workshop #facilitators #facilitation #traininganddevelopment #training The Female Story

2 ways to accelerate your career growth → And how you should choose the right support: As both a mentor and an executive coach, I often have people reaching out from my curren industry - consulting - or the former one - energy - seeking support.  What's interesting is that not everyone realizes which approach best fits their needs – which is totally okay! That's why we always discuss goals and expectations. They may expect mentorship perks, when they actually want executive coaching to drive deeper behavioral change. Other times, they want to learn a specific skill, which neither coaching nor mentoring truly addresses - even though these days you often people introducing themselves as "coach" instead of "trainer". I learnt my lesson - we must be on the same page from the beginning, to avoid later disappointments. When I do executive coaching at EY or at The Change Republic, it’s: → for a limited time → with a structured approach. → my client is accountable for their progress → they creating actions while → we partner on their development. When I mentor, it’s: → a longer-term relationship → with a more informal structure → I act as a role model → I provide broader guidance and, → as someone once told me, "I transfer wisdom"  What I don't do is: → offer quick fixes → train on one specific skill → force decisions → or mentor / coach my direct reports. Mentoring and coaching are not interchangeable. Each offers unique value that must match the individual's needs.  It's like choosing the right tool for the job – a hammer is great for nails, but not so much for tightening screws! 😉 What's most important is that we are both clear on what we are setting out to achieve from the very beginning. What else would you add to do during mentoring, coaching or none of them? #change #mentoring #coaching #thechangerepublic

Building self-reflection into your routine can create greater self-awareness, emotional intelligence, and intentional growth. Here are three key moments when self-reflection is most valuable: 1. At natural beginnings & endings The beginning of the month, start of a new season, the start of a new year, birthdays, or even the new moon are all symbolic fresh starts. These moments are ideal for reflecting on lessons learned, setting new intentions, and refining goals. 2. After a significant event or conflict If you’ve had a challenging interaction—whether with a colleague, partner, or child—this is the time to pause and reflect. Ask yourself: - What triggered me? - What emotions came up? - How did I react, and what could I have done differently? This kind of reflection helps break unhelpful patterns and promotes healthier communication. 3. When you feel off-track or unsettled If you’re feeling anxious, unmotivated, or emotionally destabilized, take a step back and ask: - When did I start feeling this way? - What might have caused this shift? - What small steps can I take to realign with myself? This practice helps you regain a sense of clarity and control rather than staying stuck in overwhelm. By integrating self-reflection during these key moments, you create intentional space for growth, awareness, and deeper connection to yourself. #emotionalintelligence #selfawareness #psychology

🚀 Wrapped up an exciting workshop with a scaleup. Here's how to deliver killer sessions 👇 1️⃣ Less is more: We focused on quality over quantity. One big, memorable activity beats a dozen forgettable ones. 2️⃣ The main event? A high-stakes egg drop! Teams built landers to protect eggs from a big fall. Talk about a crash course in problem-solving! 🥚💥 3️⃣ The real magic? It happened AFTER the eggs landed (or splattered 😅). The magic is in the the debrief. Debrief is crucial. 𝗪𝗲 𝘂𝘀𝗲𝗱 𝗮 𝘀𝗮𝗶𝗹𝗯𝗼𝗮𝘁 𝗲𝘅𝗲𝗿𝗰𝗶𝘀𝗲 𝘁𝗼 𝗲𝘅𝗽𝗹𝗼𝗿𝗲 𝘁𝗲𝗮𝗺 𝗱𝘆𝗻𝗮𝗺𝗶𝗰𝘀: - What's propelling us forward? 🌬️ - What's holding us back? ⚓ - What hidden rocks (risks) can hinder our progress? 🪨 - What's our island paradise (goal)? 🏝️ This visual metaphor unlocked buried conversations. It's amazing how a simple drawing reveals complex dynamics! 𝗪𝗵𝘆 𝗱𝗼 𝗜 𝗹𝗼𝘃𝗲 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝘁𝗵𝗲𝘀𝗲 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀? Simply put, you can see in real-time teams building trust, gaining clarity, and deepening bonds. In a time where workplace dynamics are spent over endless Zoom calls and Slack threads, there's something irreplaceable about being in the same room, facing the same challenges, and yes, cleaning up the same egg mess together. 🧼 𝗞𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗼𝗿 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗮 𝗸𝗶𝗹𝗹𝗲𝗿 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽: 1. Focus on depth, not breadth 2. Create a memorable centerpiece activity 3. Dedicate ample time for reflection and debrief 4. Use visual metaphors to unlock deeper insights 5. Balance structure with spontaneity --- 𝗪𝗵𝗮𝘁'𝘀 𝘆𝗼𝘂𝗿 𝘀𝗲𝗰𝗿𝗲𝘁 𝘀𝗮𝘂𝗰𝗲 𝗳𝗼𝗿 𝗶𝗺𝗽𝗮𝗰𝘁𝗳𝘂𝗹 𝗼𝗳𝗳𝘀𝗶𝘁𝗲𝘀? Share in the comments - let's learn from each other! 👇 #TeamBuilding #Leadership #Workshops #ScaleupLife #EggDropSurvivors --- I'm Hugo Pereira. I'm the co-founder of Ritmoo and a fractional growth advisor who has taken businesses from $1m to $100m+. I love building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, "Teamwork Transformed," arrives in 2024.

If you are working, or thinking of working, with a Coach ensure that they have an accredited Coaching qualification.  That is my main learning from completing 6 months of Coach training.  One of the reasons I invested time & money into a Coaching qualification is a belief that you have a duty of care to your client.   That means you are clear on the service you are offering, the strengths and limitations of that service and that what you deliver is of high quality. If you are looking for a Coach you are going to be opening your mind and sharing your thoughts and feelings with someone so at least ensure they know what they are doing. After all, would you let an unqualified electrician play with the wires in your house? Training provides some fundamental Coaching foundations:  1.     Solid upfront contracting -  Good contracting provides a firm foundation for Coaching to happen and many Coaching issues are a result of poor contracting. Time spent creating the right space for the Coaching relationship isn't wasted.   2.     Clarity on what is Coaching and what is Mentoring – Coaching is very different from Mentoring.  Coaching is focused on helping your client to think for themselves.  Mentoring is sharing your own experience to help your client.  During our course someone with over 20 years of corporate HR experience realised that what they thought was Coaching, often, had been Mentoring, 3.     Clarity on what is Coaching and what is Therapy – For me it was critical to understand the limitations of Coaching and the boundary with Therapy.  I want to be very clear on the boundaries between the two and when it would be more suitable to suggest Therapy as a solution. 4.     A framework for Coaching -  If you aspire to deliver high quality Coaching you need to know what good looks like.  The ICF provides a clear 8 point framework that allows you to benchmark the quality of your Coaching.  If you don’t have that framework how will you know if what you are doing is any good?  5.     An ethical framework – On the surface Coaching is a relatively simple relationship between two people.  But, when placed within an organisational structure, coaching can open up wider ethical dilemmas.  Having an ethical framework provides a base level of guidance around fundamental issues. 6.     Peer reviewed Coaching practice – It is often hardest to see your own patterns of behaviour and weak points.  Coaching in front of your Peers gives you valuable feedback on areas you need to focus on and habits to be aware of. Coaching is becoming more professional and more people see its benefits as companies make it more accessible across their business.  Proper accredited qualifications helps to ensure the quality of Coaching you receive is of a consistently high standard.  So, if you are thinking of working with a Coach check they that they have the right qualifications.  You’d check with a Plumber or an Electrician so check with your Coach as well.

“Gopal, can you tell us what coaching is? Isn’t it just mentoring?” A quiet training room. 45 curious minds. It wasn’t a planned session. But the best ones rarely are. I walked in with a few concepts. I walked out with their stories. Before I even began, I asked: “What’s the difference between coaching, mentoring, and just… telling someone what to do?” One leader smiled and said, “Aren’t they all the same?” Fair. Honest. And deeply familiar. But as we unpacked the differences, something shifted. Eyes widened. Questions surfaced. A few stared out the window—maybe thinking of conversations they wished they could take back. And when we finally practised, with real scenarios, loud voices, awkward silences, and surprising self-awareness, all at once! Some realised coaching came naturally. Others realised it wasn’t easy. It never is when you’re used to solving instead of listening. Then one gentleman said something I’ll never forget: “I thought I was helping. But maybe… I was just fixing.” We spoke about trust. About holding space. About the courage to sit with someone’s struggle without rushing to resolve it. At one point, someone brought up Ramakant Achrekar—coach to a young Sachin Tendulkar. “But didn’t he tell him what to do?” Fair question. Yes, Achrekar gave instruction. But he never stole agency. He watched from behind trees. Let Sachin fall, learn, adapt. He wasn’t just building a batsman. He was building belief. That’s the heart of it. And this is where it matters: A sports coach sharpens your skill. A workplace coach strengthens your self. In sport, coaches yell from the sidelines. In life, the best ones stay quiet—and let you hear your own voice. We also spoke about common purpose. How great teams aren’t driven by KPIs, but by clarity on why they matter to each other. How coaching each other isn’t weakness. It’s wisdom shared without ego. We laughed. We stumbled. We reflected. And I remembered the younger me, Louder. Faster. Needing to be right. Thinking leadership was about control. That version of me would’ve struggled in this session. This one? Just watched the room breathe. Not every session changes an organisation. But sometimes, a few people walk out a little quieter. A little more open. And that’s when cultures shift. So here’s the question I left with, What kind of leader would I become… if I chose to coach, not control? And if you're reading this, maybe ask yourself that too. Thank you, HAL Nasik, for showing up with curiosity. For staying present. And for walking out with better questions than you walked in with. Hindustan Aeronautics Limited Career Shifts Consulting #careershifts #coaching