Sign in to view Dharini’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Chennai, Tamil Nadu, India
Contact Info
Sign in to view Dharini’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
1K followers
500+ connections
Sign in to view Dharini’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Dharini
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Dharini
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Sign in to view Dharini’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Licenses & Certifications
View Dharini’s full profile
Sign in
Stay updated on your professional world
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Other similar profiles
-
Prakash M
Talent Acquisition | Tech Hiring | DM for your next career opportunities!
ChennaiConnect -
Thabiba Sulthana Javer
ChennaiConnect -
Yuvashri Sureshraju
Associate HR Servion Global Solution
ChennaiConnect -
Rajesh Elangovan
L&D Leader | PSM | DISC behaviors & motivators | Instructional designer | Certified synchronous facilitator
AmsterdamConnect -
Yahya Rasheed
ChennaiConnect -
Jeyasri Suga
Manager - Process & Delivery Assurance at Servion Global Solutions Pvt. Ltd
ChennaiConnect -
Santhi Vinnakota
Senior Director - Managed Services at Servion Global Solutions
ChennaiConnect -
shamundeswari krishnan
Head L&D TVS Electronics Limited
ChengalpattuConnect -
Ramesh Srinivasan
ChennaiConnect -
Prakash Arunachalam
ChennaiConnect -
Dr. Aman Jain
ChennaiConnect -
Souvik Dasgupta
ChennaiConnect -
Radhika R
Learning & Development Professional lLeadership Development, and Organizational Growth l Certified behavioral and mentoring Analyst I Internationally Certified Coach, DISC and NLP Practitioner,
ChennaiConnect -
Harish Kumar Subramanian
AVP- Learning and Development at RRD
ChennaiConnect -
Beaula Alphonse
IIM Calcutta, Talent Development & Employee Engagement Head & DEI Champion
ChennaiConnect -
Subhashini M
Information Security and Delivery Assurance Leader at Servion Global Solutions| RMG| CISO | CSM | MS D365 implementation head
ChennaiConnect -
Sheena Vengiyil
Accenture | Learning & Leadership Development
BengaluruConnect -
Manojna Barike
Manager - L&D | Scrum Master | Alumni- Socgen, KPMG, Accenture
BengaluruConnect -
Jayanta Narayan Baishya
Dynamic professional experience in Learning & Development, PV Operations, Training, LMS Implementation, Business Development, Regulatory Audit & Inspections, Operational Excellence; Governance and Reporting; etc
KolkataConnect -
Sreejith Krishnan
Storyteller I Head - L&D at Sony India Software Centre
BengaluruConnect
Explore more posts
-
Dr. Tanvi Gautam
Oversubscribed ! When I went to look at the sign up list for my session it had already been taken off the table given the sign ups ! Here is a snippet of what was discussed at my table: 1. Context before content - ultimately all content must serve the audience and the more context you have the greater the ability to craft an exceptional speech. I always tell my clients that my 50 unrelated questions do serve a purpose even if not apparent at first glance. like a doctor diagnosing the nerve center, I try to zero in on the point of most impact. 2. Keynotes maybe 45 min but they can take 30 plus hours to pack a punch. It is not the hour but the value one packs in it. 3. Don't aim to impress rather aim to impact. Shifting people from point A to be so that the frame of reference is a more useful one is the goal. There is a big difference between an opening keynote and closing keynote Each of the questions evoked so many stories from more than 2 decades of Keynotes across the world. Furious taking of notes makes me think it landed well with the eager to learn community ! #keynotespeaker #keynote #speakerlife
367 Comments -
Manavi Pathak Ph.D.
#talentassessment #interviews Honest Behavioural Interview 😄 I have been a strong advocate of Behavioural Interviewing since the time I got certified in Targeted Selection - flagship program of DDI ( Development Dimensions International). Not only does it have high reliability and validity it also gives a chance to the candidate to showcase their skills and capabilities. #targetedselection #ddi #behaviouralinterviews #talentmanagement #hiring #culturefit #rightfit #biases #validity #reliability #selection #ddi
51 -
Naini Sanghavi Kulkarni
It was a pleasure to discuss on L&D roundtable in the CHRO Summit by Transformance Forums on Strategies for having a learning culture in the organisation.Having a pull mechanism for all employees,using skill scraping tools,finding gap in the competencies and creating a learning path for employees to add on the skills to aspire and get promoted for next role in the organisation. #competencymapping #skillscraping #L&Dstrategies
28 -
Srikanthan Kumarasamy
Here are 4 reasons why you should come for my Bangalore Meet Up on 1st May. (This event is for aspiring coaches, coaches-in-training and seasoned ICF coaches) 1. You'll understand what coaching actually is There is a very common confusion between coaching, mentoring, therapy, counseling, giving advice, etc. A lot of people reach out to me and say "I want to get into coaching but I don't know if I'll make for a good coach". I'll answer this question AND do a live coaching demo for you to see what coaching really looks like. 2. You'll understand what transformational coaching actually is There is a trend where many coaches call themselves “transformational” coaches without understanding what that word really means. They do it because it sounds intriguing to people. I’ll do a live coaching demo of what transformational coaching looks like so you understand it better. 3. You'll understand how to make money as a coach Most coach training institutes will say, "Just get your coaching credentials. Clients will fall into your lap". Wrong. You’ll understand that you need to change your mindset from that of someone who’s “self employed” to that of a “business owner”. I’m inviting Balaji Pasumarthy, one of my own business mentors, to talk to coaches about how to develop a business owner mindset as a coach. 4. You'll learn how to integrate Indic Wisdom into your coaching A lot of authentic coaches seem to be interested in spirituality and learning about Indic Knowledge Systems. Krishna has met a lot of these coaches and taught these principles to a lot of the coaches. He’s spent the last few months understanding how to integrate concepts from Indic Wisdom into the ICF Core Competencies. And he’ll be teaching you how you can do that as well. In summary: → You'll learn what coaching is (and if you'll make for a good coach) → You'll understand what “transformational coaching” really is → You'll learn to make money as a coach → You'll learn how to integrate Indic Wisdom into your coaching. If any of these 4 reasons resonate with you, attend the event. The link to register is in the comments below. I'll see you on the 1st! Fill up this Form to Register: https://lnkd.in/eUR3QjJY
5112 Comments -
Apoorv Vishnoi
In a recent discussion with L&D leaders, I observed a significant shift towards enhancing employee upskilling through productivity-boosting experiences. While I expect there will soon be one-stop solutions for L&D, for now, here is a list of Gen AI tools that can significantly support L&D initiatives across organizations: -Docebo & TalentLMS: Tailor training with AI-powered personalization. -Watershed & ThoughtSpot: Leverage deep analytics for actionable insights. -Articulate 360 & Adobe Captivate: Automate and unify content creation. -Mambo.IO & @Bunchball: Use gamification to enhance learner motivation. -Microsoft VivaLearning & NovoEd: Foster collaboration with AI-driven content. -Axonify & Qstream: Offer microlearning customized to individual preferences. This is just the tip of the iceberg—with many more innovative solutions in the pipeline. Let me know if I missed any tool; I would love to add it to the list! #learning #ai #chatgpt #innovation #genai #solutions #clo #talent #learningsolutions
18 -
Fabian Lim 林 罡 远
In the hustle and bustle of our daily routines, we sometimes lose track of time. Just yesterday, I was penning down my thoughts, utterly convinced that it was Friday. Well, today is unmistakably Friday and it's time to wrap up the week's reflections. Whether or not you've noticed it, you have grown, you have evolved, you have moved closer to the person you aspire to be. In the middle of all our pursuits - personal, professional, or entrepreneurial - let's pause, let's appreciate the journey we've undertaken. It's not just a date on the calendar, it's a marker of our personal evolution. As we set the sun on this week, let's do more than simply wrap up. Let's take a moment to reflect upon the journey we've traversed, the challenges we've overcome, and the victories we've earned. These experiences, no matter how small, are stepping stones on our path to growth. So, what insights has this week brought you? What victories are you celebrating? And how have they propelled you closer to the person you aspire to be? Hit the like button, follow, and comment if you like my post. 😀 https://lnkd.in/g89x-5cT My Superpower: https://bit.ly/3SN6eBL #AskCoachFab #AuthenticFab #Authenticpointsg #AuthenticmomentwithFab #LBFAlumni #SkyHighTower #AmusingFab4949 #ItsReallyFriday
10517 Comments -
miral patel
Hi All, So recently I have been reading a book which I should have much earlier in my coaching journey. The book is " Coaching a-z" by Haesun Moon. She has made it so simple for new coaches like me of how to have a fruitful dialogue with yourself or the client. #coachingjourney #newlearnings #coaching For those who want a synopsis of the book, I am going to share one alphabet every day. Today let us start with A- Already. Focus on the efforts a person has made in the desired direction, rather than what's next. " What moves people is not necessarily detailing how they will reach what they want. Motivation starts, almost always, with discovering ' WHY ' they want to reach that." In simple words, there is always a underlying motivation of doing which translates into actions and if that underlying reason of motivation is clear in the mind then the path to success is also clear and the strength to overcome the hurdles along the way also comes from that clarity. So, the " ALREADY" which is there but not clear needs a greater amount of focus to start the journey to success. #coachingconversations #knowingyourself
5 -
Jo Ayoubi
🚨360 Feedback – Who should choose the raters for each ratee? This is another question where the answer depends on your particular group’s or organisation’s approach to feedback. Some organisations worry about giving ratees complete freedom to request feedback, as they may only ask their friends for feedback. This is a valid concern and one that can be mitigated by clear communication and instruction around choice of raters. It’s particularly important that ratees ask for feedback from all their direct reports. If they ask for feedback from some DRs and not others, the process will appear to be flawed and unreliable clarity around the purpose of the feedback. If it’s clear that the feedback is to help the ratee, and ratees are encouraged to see the feedback as a positive activity, then they are more likely to ask for feedback from a wider group of colleagues who may not all give them uncritical feedback. Another option that some of our client’s use is that raters are pre-chosen (by line managers, HR or L&D) and ratees are only involved in their own Self-review. This is a good option to ensure that the right people are asked for feedback, however, this has two disadvantages: first, the ratee may feel a bit disempowered, and second, he or she may not fully accept the feedback they get if they don’t know who has been asked to give it. A good solution is a mix of both: the organisation can pre-choose (direct reports, line manager, and colleague with whom the ratee has a formal relationship), and then the ratee can be asked to get further feedback from peers or others with whom they have worked in the review period. This ensures that the ratee is more engaged in the process and the feedback they get. 🚀 Track 360 allows you to set the right ‘rater choice’ option for your 360 projects, depending on your requirements and preferences. These can be different for different 360s, and can be changed at any time. 🔎 More 360 information: https://lnkd.in/ed45q6m2 📍 Find Us @TrackSurveys: https://lnkd.in/ePZ8FdAr #employeefeedback #feedbackculture #employeeengagement #workculture #leadership #remotework #360degreefeedback
-
Jo Ayoubi
🚨360 Feedback – Who should choose the raters for each ratee? This is another question where the answer depends on your particular group’s or organisation’s approach to feedback. Some organisations worry about giving ratees complete freedom to request feedback, as they may only ask their friends for feedback. This is a valid concern and one that can be mitigated by clear communication and instruction around choice of raters. It’s particularly important that ratees ask for feedback from all their direct reports. If they ask for feedback from some DRs and not others, the process will appear to be flawed and unreliable clarity around the purpose of the feedback. If it’s clear that the feedback is to help the ratee, and ratees are encouraged to see the feedback as a positive activity, then they are more likely to ask for feedback from a wider group of colleagues who may not all give them uncritical feedback. Another option that some of our client’s use is that raters are pre-chosen (by line managers, HR or L&D) and ratees are only involved in their own Self-review. This is a good option to ensure that the right people are asked for feedback, however, this has two disadvantages: first, the ratee may feel a bit disempowered, and second, he or she may not fully accept the feedback they get if they don’t know who has been asked to give it. A good solution is a mix of both: the organisation can pre-choose (direct reports, line manager, and colleague with whom the ratee has a formal relationship), and then the ratee can be asked to get further feedback from peers or others with whom they have worked in the review period. This ensures that the ratee is more engaged in the process and the feedback they get. 🚀 Track 360 allows you to set the right ‘rater choice’ option for your 360 projects, depending on your requirements and preferences. These can be different for different 360s, and can be changed at any time. 🔎 More 360 information: https://lnkd.in/ed45q6m2 📍 Find Us @TrackSurveys: https://lnkd.in/ePZ8FdAr #employeefeedback #feedbackculture #employeeengagement #workculture #leadership #remotework #360degreefeedback
-
Shyam Iyer, CPF ( IAF Certified™ Professional Facilitator )
Facilitation Tips - 1 The self awareness process has two pillars - one which comes from reflection and the other from feedback. Where a facilitator works with these two pillars, he/she will be able to further the learning. #60bits #60bitsconsulting #facilitation #facilitator #processfacilitation #learning #workshop #training #leadershipdevelopment
375 Comments -
Rashmi Saran
From the coach's diary - Leadership transformation series (2) Transformation story of a reluctant Manager He was a reluctant Manager; disgruntled too. He never wanted to be a people leader, that is why he chose a stream, which as per him, was meant for Individual contributors. He felt upset that this role of being a People Leader was thrust on him; yet he had to carry on. He had some very limiting/ disempowering beliefs like: “I don’t need to build relationships at work. I have family and friends back home for that” “People need to come to the workplace to just complete their jobs in the best way and go back” “I want to learn the tact for coming across as empathetic, I don’t want to be one” “Only people working above me in the hierarchy have more knowledge than me and hence I respect only them” He was stuck. The list of such limiting beliefs was long. In the first few sessions, he vehemently opposed anything which could challenge his beliefs. I was wondering if he would open up to some change, or would it just continue like this. Then we initiated a 360 feedback process. The report came in the stipulated time. We went through the report together. There were a number of strengths which were shared by the respondents. His diligence, focus, subject knowledge, sincerity and hard work were acknowledged by all. Then came the section focussing on the growth areas. The respondents did not hold back here too. The comments were deep and direct, especially around developing more empathy, trust and patience in his interaction with people. There was silence! He took some time to speak. Though so many of his strengths were shining out, the few statements on his growth areas stood out to him. He wouldn’t accept them. Said the respondents were biased against him and so on.. He was rejecting these feedback. It was a denial. After a few sessions he suddenly spoke of his team in a very different way, especially one member who he had given up on. He said that he was very proud of her, as she was shaping very well. He went on to say that he had had a deep conversation with her and offered to help her develop skills she said she needed help in. I was amazed! What had happened? What changed? I felt so proud of him! We want the world to change, but are not ready to change ourselves. The truth is the only person we can change in this world is ourselves. We become ready to change only when we realise the big cost of not changing, else, we are happy in our comfort zone. This needs sharper self awareness. And, when we change ourselves, the relationship dynamics with people around us changes dramatically. Thus, we influence them to change by changing ourselves. What do you think changed within this People Leader? Pic credit : google images #coaching #selfawareness #transformation #emotionalintelligence #leadershipdevelopment
136 Comments -
Meeta Kanhere
In my recent interactions with several leaders, some of the challenges which they experience are: 1) 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 in understanding their own strengths and developmental areas. How does one leverage strengths or manages developmental areas is a gap which I saw in many leaders. This also manifested as over confidence/under confidence in their demeanor. When over confidence was demonstrated, team members perceived it as aggressive behavior and when under confidence was demonstrated, team members perceived it as submissive behavior. 2) While most leaders may be aware of the big picture, many leaders tend to 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐭𝐡𝐞 𝐠𝐫𝐨𝐮𝐧𝐝 𝐫𝐞𝐚𝐥𝐢𝐭𝐢𝐞𝐬. Many of them speak about inadequate time at hand to know the nitty gritties of the market situation or spend time with different stakeholders or making time for one-on-ones with team members. Many leaders also talk about lack of skills to connect with their team members. Reasons could be varied and unique to each one of them, however the consequences would be multifold. 3) 𝐌𝐚𝐧𝐚𝐠𝐢𝐧𝐠 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐙- Inability to understand their hunger/ways or working/approach. Most of the leaders struggle to know the best ways to motivate the young folks to give their best. At times, they may also struggle to help them understand the connection of their goals to the organizational goals. As a leader, are you struggling with any of the above challenges? Or more? Drop me a DM #MeetaMeraki #Leadershipmistakes
5413 Comments -
Dr. Madana Kumar, PhD
We all have had #failures at some point in time in our lives . Many a times we are not even responsible for our failures. #failingforward is the ability to learn from the past and take responsibility for our future successes. This is one of the five #healing habits that we discuss in our #servantleadership workshops. #servantleaders master the art of Failing Forward so that they can continue to look at a bright future immaterial of what happened the past. Here is quick peek at this topic
6 -
Joseph George Anjilvelil
Contrarian, true and inimical to wellbeing. The somnambular cognitive dumbing by those expecting #gaming routines to hook people at #work is a warning on all fronts. Sandeep Das Monisha Agrawal John Mathew Neha Pant Anish Aravind 'Overall, the available evidence strongly indicates that engaging in multi‐tasking via digital media does not improve our multi‐tasking performance in other settings – and in fact seems to decrease this cognitive capacity through reducing our ability to ignore incoming distractions. Much of the multi‐tasking investigations so far have been focusing on personal computers. However, smartphone technologies may even further encourage people to engage in media multi‐tasking through high rates of incoming prompts from emails, direct messages and social media notifications occurring while both using and not using the device.' https://lnkd.in/d4ZGpmWq
141 Comment -
Emmanuel Michael, SPHRi
Politics - the elephant in the room that's always present, whether we like it or not. From family gatherings to workplace dynamics, politics plays a significant role in shaping our experiences. But the question remains: should we engage with politics, and if so, how? As we strive for career growth and advancement, it's essential to acknowledge that politics can be both a catalyst and a hindrance. While "good" politics can foster collaboration and progress, "bad" politics can lead to division and stagnation. In my latest video https://lnkd.in/dZMRCY8Q, I share my insights on the role of politics in our careers and why it's crucial to understand its impact. Watch now and let's continue the conversation! Key Takeaways: 1️⃣ Politics is an inherent part of our personal and professional lives. 2️⃣ Engaging with politics can be beneficial for career growth. 3️⃣ Distinguishing between "good" and "bad" politics is essential. Let's Discuss: ✔️ How do you navigate politics in your workplace or personal life? ✔️ What are your thoughts on the impact of politics on career advancement? Share your experiences and insights in the comments below! Want to talk more about this? Feel free to schedule a call with me by sending an email to hello@enmichael.ng. ✔ Follow me & my hashtag #HRwithEM® for daily inspiration. #HRwithEM #Leadership #Management #CareerDevelopment #EmployeeExperience #HumanResources #Coaching
2629 Comments -
Hemant Jain, Success Coach
I am conducting the #IAmRemarkable Workshop once again after a gap of more than 6 months and plan to conduct them more frequently. #Register for the workshop at www.bit.ly/iar08jun24 to receive the Zoom meeting credentials. #IamRemarkable Workshop on 8th June 2024 from 3 PM Gulf Time (4.30 PM India Time) Your Investment: 90 minutes of Your precious time and zero cash :) #IAmRemarkable is a global movement that empowers everyone to celebrate their achievements in the workplace and beyond. During the 90-minute workshop, people learn the importance of self-promotion in their personal and professional lives and are equipped with tools to develop this skill. #IAmRemarkable started in Google as an internal initiative which then spread globally. More details here: https://lnkd.in/eW_92DHE See you on Saturday (and do like/share this post with your network so they can also benefit from the same). #CoachHemant #GrowthMindset #LeadershipDevelopment
24 -
Dr. Tanvi Gautam
𝗣𝗲𝗼𝗽𝗹𝗲 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯𝘀! 𝗕𝘂𝘁 𝘄𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗹𝗼𝘀𝗲 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯, 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗿𝗲𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗯𝗿𝗮𝗻𝗱 𝗮𝗻𝗱 𝗰𝗼𝗺𝗲 𝗯𝗮𝗰𝗸? Sree Sreenivasan, Former 𝘾𝒉𝙞𝒆𝙛 𝘿𝒊𝙜𝒊𝙩𝒂𝙡 𝙊𝒇𝙛𝒊𝙘𝒆𝙧 𝙤𝒇 𝑵𝙔𝑪, 𝙈𝒆𝙩 𝙈𝒖𝙨𝒆𝙪𝒎, 𝙖𝒏𝙙 𝘾𝒐𝙡𝒖𝙢𝒃𝙞𝒂 shares his inspiring journey from job loss to seizing growth opportunities through strategic online engagement. His story serves as a masterclass in leveraging vulnerability and digital platforms for career advancement. Click here https://lnkd.in/gbFhNvBd to listen to the full episode In the podcast, we unpack: ✨ The strategic importance of LinkedIn for building your network before you need it. ✨ How to strike the perfect balance between personal and professional identities on social platforms. ✨ The undeniable power of cultivating an authentic personal brand in the digital realm. ✨ Techniques for crafting an integrated online persona that cuts through the noise in a content-saturated world. Join us for a conversation filled with actionable tips on building resilient networking skills and embracing digital disruption to your advantage. Also, Click here https://lnkd.in/gUm_dseu to subscribe to the Leaders Upgraded Podcast to receive notifications of new episodes
3015 Comments -
Sriram Sadras
Wrapped up a wonderful session on Friday with Subramanian Narayan on "Exploring Neurogetics and Trust." We dived deep into how and why trust is crucial in every sphere of our lives. Much of the discussion centered around why trust is foundational in the corporate corridors and how it can unlock creativity and productivity. Subramanian broke down the trust framework, and explained why a culture of trust starts top-down. And how, trust is not just about feeling good—it’s about getting good results. Think less absenteeism and drastically altered business outcomes—proof that when trust climbs, numbers do too! He spoke about the methodology behind resetting our brain's response to past negative experiences, enabling a fresh, neutral perspective—a clean slate for personal growth. Missed the live session? Catch all the insightful details here: https://lnkd.in/gUs2K5ji Watch now! Like, comment, and share if you find these insights valuable! #trust #neuroscience #happinessatwork #happinesshabits #personaldevelopment #organizationaldevelopment #ourhappinessmatters
164 Comments -
Manavi Pathak Ph.D.
#storytelling #magicoftales Celebrating the legendary Ruskin Bond as he turned 90 last week! 📚✨ Remembering his timeless books and captivating stories that have touched the hearts of many -An inspiration to storytellers everywhere. I have always used stories as a part of my sessions in leadership development programs - often lean into stories with the goal of connecting with each person on an individual level . Stories often create a ripple effect - often leaders / coaches who conduct workshops , retreats extensively rely on storytelling . Some leaders are allergic to storytelling. Many spend hours creating the perfect set of slides but they don’t spend more than 5 mins thinking about what they will say . We are changed by stories - brain chemistry changes - difference in levels of oxytocin , the bonding hormone. A great story increases trust and empathy towards storyteller , often influencing the thoughts , emotions and actions . Stories if genuine and authentic will touch the heart of the listener. I still experience vulnerability when I tell stories . You will too . Instead of avoiding it , take it as a signal to lean on harder 📕👏🏼
381 Comment
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Dharini Karthik
1 other named Dharini Karthik is on LinkedIn
See others named Dharini Karthik