Urvann

Listen, din bhar phone chalao — at least 30 times a day.

Senior Marketing Executive – Social Media & Copy

Ensuring that people discuss plants, not people.

Social media executive

Megabyte marketing solutions

Just trying to be audible and visible in the first go.

Social media and Content strategist 

InsideIIM.com | AltUni.in | Kampus App

Created content for Ed-tech brand.
Managed a community of 400k+ users.
worked for brands like Uniliver and IMT ghaziabad.

Social Media Manager

Inferente

•Worked alongside the team to create a plan for social media strategies monthly.

•Assisted in the growth of the brand by raising awareness through various social media platforms.

•Monitored postings to ensure brand message is constant from the terminology  used to images posted.

•Aided in the daily aspects of promoting the business campaigns.

•Interacted with potential followers and customers by communicating and answering through the companies social pages.

•Assisted in implementing plans to increase followers on popular platforms like twitter, linkedin, Instagram and YouTube.

•Created and implemented monthly editorials which included monthly objectives and initiatives.

•Prepared reports at the end of every month and reviewd analytics.

Digital Marketing Intern

Pixaflip Technologies

•Used social media such as LinkedIn, Twitter, e-mails to build professional connections.

•Created new content to assist marketing campaigns.

•Posted content in a planned manner keeping in mind proper timings and hashtags to be used.

•Planned and monitored the ongoing Pixaflip presence on social media (Linkedin, Twitter, Facebook etc.)

•Acquired insights into online marketing trends and kept strategies up-to-date.
Maintained partnerships with vendors and probable clients.

•Assisted in the growth of the brand by raising awareness through various social media platforms.

•Interacted with followers and potential clients by communicating and answering questions through Pixaflip's social pages.

•Assisted in implementing plans to increase followers on Linkedin, Twitter, Facebook etc.

Social media & Content manager

GAOTek Inc.

•Used social media platforms such as Linkedin, Facebook, emails to build professional connections, for the company and answered their queries using the same platforms.

•Participated in a team to organize virtual global conferences.

•Agenda planning.

•Events coordination.

•speaker initiations.

Social Media Marketing Intern

Turiya Communications

Since it was my first Internship, I was getting paid for learning
*Oh sry sleeping.

The idea of content was pretty alien to me till the time I started with an Internship at a PR company in the first year of my college.

It was a 3 month long internship and I spent the majority of the time sleeping and called it learning.

While it was not very satisfactory monetary, it changed the way I looked at content, since I was spending most of my time sleeping and dreaming, the only thing I used to dream about was ideas, which were authentic and at least true to me.

Internship karke itna toh pata chal gaya tha ki career toh content me hi banana hai, chahe wo career Dinesh Karthik jaisi kyu na ho( inserts a cricketing joke).

It's pretty hard to remain consistent at what you do. It's boring especially when you see no growth in the first couple of years.

But my love for content is beyond any metrics and praise, it's a part of my life, it makes me feel content and that is what matters.

Well, I am not someone who will promise to make your brand a unicorn in 30 days, nor can I skyrocket your growth exponentially.

But if you're someone who is looking for core authenticity and a community of people who trust you then I might do it.

Apart from work, you will see me cracking silly jokes, almost every second minute.

I cannot write jokes in the about us section. But if you want to chat about anything, I am just a DM away.

Ohh wait I am also reachable @- sivammishra56@gmail.com

Abhilash Mishra

Freshers after completing their probation period. ✅

#freshers #probaion

No alternative text description for this image

3 reasons why your boss secretly likes you

-They keep asking for updates

-They check in on you when you take a sick leave

-They keep giving you constructive feedback

#boss #employee

The most awkward LinkedIn moment: 

Asking for a referral from someone who’s also ‘Open to Work.’ 😬

#work #moment #linkedin

Sending you reminders to shop plants from Urvann

graphical user interface, text, application

Urging all fitness and pharma brands not to post a Dhanteras copy that says — 

“The real dhan is your health.”

#dhanteras

NextAxis Consulting

NextAxis was created for today’s realities and tomorrow’s growth.

Our belief: great people practices don’t have to be expensive. They just need to be intentional.

We partner with leaders and organizations to move to what’s next, by focusing on:

Strategic Leadership Advisory – aligning business goals with people strategy so growth is intentional, not accidental.

Leadership Coaching – building leaders who inspire, influence, and deliver impact.

Multigenerational Team Alignment – converting generational diversity into a productivity advantage.

At NextAxis, we build clarity in chaos, boost productivity, and shape leadership that lasts.

If you’re a founder, CXO, or leader ready to scale with confidence, NextAxis is your partner in building the next.

HR Advisor & Leadership Coach

TSP - The Silicon Partners Inc

•	Led strategic HR initiatives ensuring alignment with the company's vision and mission. 
•	Acted as a pivotal member of the business council, analyzing sales vs resource readiness, gauging socio-political impacts on the workforce, and ensuring organizational resilience from an HR standpoint.
•	Devised creative strategies to secure top-notch talent affordably, optimize knowledge transfer, and guarantee seamless business continuity.
•	Spearheaded employee training and development programs, fostering a culture of continuous learning and growth. 
•	Administered comprehensive compensation packages, bonus structures, and structured increments, ensuring competitiveness and alignment with organizational goals.
•	Served as a senior member of committees including Workplace Harassment Redressal, Diversity & Inclusion, and the Grievance Council.
•	Engaged in pattern recognition, trend analysis, and formulated risk mitigation strategies to ensure organizational stability.
•	Ensured adherence to labor laws and other statutory regulations, minimizing organizational risk.

Director - HR

Excelsoft Technologies

Organization Strategic Planning & Growth Management- A key member of the Leadership responsible for conceptualizing strategic initiatives for all development centers of about 1000+ employees and managing the function of Strategic HR Business Partner, Talent Acquisition, and Learning & Development 

Business and Workforce Management- Being a key member of the business council answered questions like – are we sales pipeline ready, what effect will the labor laws/ socio-political atmosphere have on our workforce etc

People Management- Led the end-to-end employee life cycle and served as a senior member of the Workplace harassment redressal committee as well as the D&I and grievance council 

Performance Metrics- Developed metrics and utilized analytics & tools to provide high-quality, timely, and actionable information 

Organizational Planning and Stakeholder Management- Created the HR organization through short- and medium-term plans and broadened the company image by brand-building initiatives in collaboration with external brand partners 

Compliance Management- Administered the entire appraisal process, bonus, and wage increases and ensured legal & statutory compliance

Employee Policy- Created new policies for enhancing the efficiency of employees through benchmarking studies.

Training & Development- Developed a robust geographical BCP and a knowledge BCP

Talent Management- Enhanced the business by handling talent pipeline based on the results of RFPs, lead management, and bottom-line accountability of all non-sales functions 

Risk Analysis & Management- Conducting pattern recognition and trend analysis to identify & manage risk. Formulating policies & procedures for risk management & mitigation.

Policy Formulation- Created policies and initiatives aligned with the overall business strategy and was accountable for closing reports, budgets, accounts, and commentaries. Ensured adherence to policies by introducing policy audit sheets.

Head of HR & Operations Noida

AGM Operations

Educomp Solutions Ltd

Contributed to the process by managing Human Resources & Procurement for existing schools and offering end-to-end HR delivery for new schools. 

Adopted strategic initiatives towards formulating and monitoring workload & ensured the maintenance of performance appraisal cycle

HR Operations- Developed departmental policies, goals, objectives & procedures, and dashboards for identifying key performance indicators

Created HR & Operations AOP and managed performance to the budget

Process Enhancement- Worked towards process enhancement by transitioning to a centralized system from a decentralized setup

Inducted schools in the HO HR environment as opposed to being standalone entities

ERP Management- Moved from a manual process to an ERP environment

Budgeting- Managed HR budget accuracy to minimize variance and to forecast volumes and devise forecasts using trend analysis

HR Strategy Formulation- Bestowed with the responsibility of implementing key procurement / alternate sourcing strategies for contingency plans and ensuring that plans are aligned

Led improvements in cost/participant metrics and conducted cost/benefit analysis

Vendor Management- Established TA vendor relationships across segments and improved service levels while ensuring expense control

AVP - HR Operations and Procurement

Service Manager - HRO Operations

EXL Service

Assistant Manager - Operations

Jindal Group

Assistant Manager - Taxation & Accounts

Fractional CHRO | Strategic HR Advisor | Leadership Coach

Specialising in productivity through multigenerational teams, with a focus on GenZ leadership readiness.

I don’t just do HR , I fix the match made in heaven that often feels like couples therapy: people and revenue. I help CEOs and founders bring both into perfect sync so business goals, people strategy, and financial clarity move together like a well-rehearsed dance.

With 25+ years of global HR leadership across industries and continents, I’ve built a reputation for turning complexity into clarity, aligning leadership with impact, and helping companies scale without losing their soul. My work bridges HR and business strategy so companies don’t have to choose between profit and people — they can have both.

For founders: Fractional CHRO services, strategic HR advisory, cost-saving organisation design, and multigenerational productivity strategies that align teams and scale culture without inflating costs.

For managers: Leadership coaching that builds trust, sharpens decision-making, and equips them to lead confidently across generations.

Flagship offerings:
• Leadership Coaching for First-Time Managers
• Gen Z Workforce Integration Workshop
• Multigenerational Productivity Strategy Advisory

I believe in designing solutions for today's challenges and tomorrow's growth!

Richa Shailesh

Not every ‘well done’ means good!



Sometimes it’s a real compliment.
Sometimes it’s just strategy.

At work, people say “great job” for different reasons:
– To actually appreciate you
– To win your trust
– Or to take credit later

Here’s how you can tell the difference:

– Is it clear what they liked? Or just a generic “good work”?
– Do they say it only when the boss is around?
– Does it feel uplifting? Or uncomfortable?

Real appreciation feels honest.
Fake appreciation feels like a move.

It’s okay to accept praise — just don’t switch off your radar.

CXOs/CHROs — DM me if you want teams that appreciate, not manipulate.

Leadership & Executive Coach | Fractional CHRO | Founder - NextAxis

Taking credit for others’ work is not leadership.

Leadership isn’t about “I did it.”
It’s about “We made it happen.”

Want to know the quickest way to lose credibility? Take credit.
Want to earn it? Give credit.

DM me if you want to build leadership that shines without the noise.

If you grip too tight, you’ll bleed ,
At work and in life..

Dragging yourself through a role that drains you.

Clutching a title that once felt made you feel proud & now just feels heavy.

Keeping someone in a position because "they’ve been around.

𝐖𝐞 𝐜𝐚𝐥𝐥 𝐢𝐭 𝐥𝐨𝐲𝐚𝐥𝐭𝐲. 𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲. 𝐆𝐫𝐢𝐭.
𝐁𝐮𝐭 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧 𝐢𝐭’𝐬 𝐟𝐞𝐚𝐫, 𝐝𝐫𝐞𝐬𝐬𝐞𝐝 𝐮𝐩 𝐚𝐬 𝐯𝐢𝐫𝐭𝐮𝐞.

You’re not weak for letting go.
You’re strong for knowing when.

📌 If you’re an employee forcing yourself to stay where you’ve outgrown the culture - pause.

📌 If you're a manager holding on to a team structure that’s clearly outdated -  rethink.

📌 If you're a leader still funding legacy roles that add no value — realign.

𝐋𝐞𝐭𝐭𝐢𝐧𝐠 𝐠𝐨 𝐢𝐬𝐧’𝐭 𝐠𝐢𝐯𝐢𝐧𝐠 𝐮𝐩.
𝐈𝐭’𝐬 𝐦𝐚𝐤𝐢𝐧𝐠 𝐫𝐨𝐨𝐦 — 𝐟𝐨𝐫 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞, 𝐟𝐨𝐫 𝐠𝐫𝐨𝐰𝐭𝐡, 𝐟𝐨𝐫 𝐰𝐡𝐚𝐭’𝐬 𝐧𝐞𝐱𝐭.

𝐷𝑀 𝑚𝑒 𝑖𝑓 𝑦𝑜𝑢'𝑟𝑒 𝑟𝑒𝑎𝑑𝑦 𝑡𝑜 𝑚𝑜𝑣𝑒 𝑓𝑜𝑟𝑤𝑎𝑟𝑑. 𝐼 ℎ𝑒𝑙𝑝 𝑙𝑒𝑎𝑑𝑒𝑟𝑠 𝑑𝑒𝑠𝑖𝑔𝑛 𝑤ℎ𝑎𝑡'𝑠 𝑛𝑒𝑥𝑡 𝑤𝑖𝑡ℎ𝑜𝑢𝑡 𝑏𝑒𝑖𝑛𝑔 ℎ𝑒𝑙𝑑 𝑏𝑎𝑐𝑘 𝑏𝑦 𝑤ℎ𝑎𝑡 𝑢𝑠𝑒𝑑 𝑡𝑜 𝑤𝑜𝑟𝑘.

LinkedIn  #leadership #executivecoaching

𝐏𝐢𝐭𝐜𝐡𝐞𝐬 𝐚𝐫𝐞 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐢𝐧 𝐜𝐫𝐢𝐜𝐤𝐞𝐭 𝐚𝐧𝐝 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 - 𝐮𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧, 𝐮𝐧𝐞𝐯𝐞𝐧 &  𝐮𝐧𝐩𝐫𝐞𝐝𝐢𝐜𝐭𝐚𝐛𝐥𝐞.

Some days the bounce surprises you.

Some days the ball swings the other way.

And most days, you still have to show up and play your best shot.

𝐈𝐧 𝐦𝐲 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠, 𝐈 𝐨𝐟𝐭𝐞𝐧 𝐬𝐞𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐟𝐫𝐞𝐞𝐳𝐞 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐩𝐢𝐭𝐜𝐡 𝐜𝐡𝐚𝐧𝐠𝐞𝐬.

𝐓𝐡𝐞𝐲 𝐨𝐯𝐞𝐫𝐭𝐡𝐢𝐧𝐤 𝐭𝐡𝐞 𝐫𝐢𝐬𝐤, 𝐮𝐧𝐝𝐞𝐫𝐩𝐥𝐚𝐲 𝐭𝐡𝐞𝐢𝐫 𝐢𝐧𝐬𝐭𝐢𝐧𝐜𝐭, 𝐚𝐧𝐝 𝐰𝐚𝐢𝐭 𝐟𝐨𝐫 𝐭𝐡𝐞 “𝐫𝐢𝐠𝐡𝐭 𝐛𝐚𝐥𝐥.”

But good leaders don’t wait for perfect conditions , they read the pitch, adjust their stance, and still find their rhythm.

Because in leadership, the win doesn’t come from control.

It comes from composure, clarity, and courage when the ground shifts beneath you.

That’s what I train for - 

- To help leaders build the mental stance that stays steady even when the bounce isn’t.

- To teach decision-making under pressure, not in theory, but in real-time judgment.

- To help them replace panic with pattern recognition and instinct with insight.

𝐒𝐨 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐭𝐢𝐦𝐞 𝐭𝐡𝐞 𝐩𝐢𝐭𝐜𝐡 𝐟𝐞𝐞𝐥𝐬 𝐮𝐧𝐩𝐫𝐞𝐝𝐢𝐜𝐭𝐚𝐛𝐥𝐞 - 
𝐝𝐨𝐧’𝐭 𝐜𝐨𝐦𝐩𝐥𝐚𝐢𝐧 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐛𝐨𝐮𝐧𝐜𝐞.
𝐂𝐡𝐚𝐧𝐠𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐚𝐧𝐜𝐞.

You can’t control the pitch. You can DEFINITELY control your stance.

DM me discus the nuances.

LinkedIn  LinkedIn News India

Be careful! The walls have better hearing ability than Alexa !

𝐆𝐮𝐚𝐫𝐝 𝐲𝐨𝐮𝐫 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐥𝐢𝐤𝐞 𝐲𝐨𝐮𝐫 𝐩𝐚𝐬𝐬𝐰𝐨𝐫𝐝𝐬.
𝐓𝐡𝐞𝐲 𝐩𝐫𝐨𝐭𝐞𝐜𝐭 𝐲𝐨𝐮𝐫 𝐜𝐫𝐞𝐝𝐢𝐛𝐢𝐥𝐢𝐭𝐲, 𝐲𝐨𝐮𝐫 𝐭𝐫𝐮𝐬𝐭, 𝐚𝐧𝐝 𝐬𝐨𝐦𝐞𝐭𝐢𝐦𝐞𝐬, 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛.

Every “private” chat has public reach.

Every “just between us” travels faster than email.

And every “don’t repeat this” comes with instant replay.

Workplaces talk - not because people are bad, but because curiosity has no HR policy!

𝐖𝐡𝐚𝐭 𝐲𝐨𝐮 𝐬𝐚𝐲 𝐚𝐟𝐭𝐞𝐫 𝐡𝐨𝐮𝐫𝐬 𝐨𝐟𝐭𝐞𝐧 𝐝𝐞𝐜𝐢𝐝𝐞𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮’𝐫𝐞 𝐬𝐞𝐞𝐧 𝐢𝐧 𝐨𝐟𝐟𝐢𝐜𝐞 𝐡𝐨𝐮𝐫𝐬.

DM me if you want to build communication that earns trust, not trouble.

LinkedIn  LinkedIn News India #hr #leadership

I help you ditch your excuses that you make ALL the time!
.


I don’t have time. 
My team isn’t ready.
We’ll do it next quarter.

𝐓𝐡𝐞𝐲’𝐫𝐞 𝐧𝐨𝐭 𝐫𝐞𝐚𝐬𝐨𝐧𝐬.
𝐓𝐡𝐞𝐲’𝐫𝐞 𝐫𝐞𝐡𝐞𝐚𝐫𝐬𝐞𝐝 𝐞𝐱𝐜𝐮𝐬𝐞𝐬 𝐝𝐫𝐞𝐬𝐬𝐞𝐝 𝐚𝐬 𝐥𝐨𝐠𝐢𝐜.

Every leader says them.
But the ones who grow say them once, then do something about it.

Here’s how I help leaders move from excuses to execution:

1. Name it, don’t nurture it.
The first step is calling it out.
Because the moment you name an excuse, it loses half its power.

2. Build micro-momentum.
Big plans feed procrastination.
Small wins fuel motion.
Start with one decision, one conversation, one uncomfortable step.

3. Make accountability visible.
Execution dies in silence.
When you measure movement, excuses stop feeling safe.

4. Shift language, shift leadership.
“I’ll try” becomes “I’ll do.”
“Let’s see” becomes “Let’s start.”
Tiny swaps. Massive outcomes.

5. Coach for energy, not endurance.
Tired leaders rationalize.
Energized ones execute.
We rebuild systems that recharge, not drain.

𝐅𝐨𝐫𝐠𝐞𝐭 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤𝐬. 𝐆𝐫𝐨𝐰𝐭𝐡 𝐬𝐭𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐡𝐨𝐧𝐞𝐬𝐭 𝐟𝐫𝐢𝐜𝐭𝐢𝐨𝐧. 

𝐃𝐌 𝐦𝐞 𝐢𝐟 𝐲𝐨𝐮’𝐫𝐞 𝐫𝐞𝐚𝐝𝐲 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐥𝐞𝐯𝐞𝐥.

𝐏𝐫𝐞𝐬𝐬𝐮𝐫𝐞 𝐜𝐫𝐞𝐚𝐭𝐞𝐬 𝐝𝐢𝐚𝐦𝐨𝐧𝐝𝐬 𝐚𝐧𝐝 𝐬𝐭𝐫𝐞𝐬𝐬 𝐁𝐎𝐓𝐇.
𝐃𝐞𝐩𝐞𝐧𝐝𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐝𝐞𝐚𝐥 𝐰𝐢𝐭𝐡 𝐢𝐭.

𝑇ℎ𝑒 ℎ𝑖𝑔ℎ𝑒𝑟 𝑦𝑜𝑢 𝑔𝑜, 𝑡ℎ𝑒 ℎ𝑒𝑎𝑣𝑖𝑒𝑟 𝑖𝑡 𝑔𝑒𝑡𝑠.
𝑇ℎ𝑒 𝑡𝑟𝑖𝑐𝑘? 𝐵𝑢𝑖𝑙𝑑 𝑠𝑡𝑟𝑜𝑛𝑔𝑒𝑟 𝑙𝑒𝑔𝑠, 𝑛𝑜𝑡 𝑙𝑖𝑔ℎ𝑡𝑒𝑟 𝑙𝑜𝑎𝑑𝑠.

That’s where executive coaching helps.
Not by removing pressure but by teaching you how to carry it better.

Here’s how:

- You learn to separate urgency from importance. Not everything loud deserves your attention.

- You build emotional stamina. Calm becomes your edge, not your weakness.

- You stop firefighting and start forecasting. The more you anticipate, the less you absorb.

𝒀𝒐𝒖 𝒎𝒊𝒈𝒉𝒕 𝒏𝒐𝒕 𝒆𝒗𝒆𝒏 𝒌𝒏𝒐𝒘 𝒚𝒐𝒖 𝒏𝒆𝒆𝒅 𝒉𝒆𝒍𝒑 𝒖𝒏𝒕𝒊𝒍 𝒚𝒐𝒖 𝒔𝒆𝒆 𝒉𝒐𝒘 𝒎𝒖𝒄𝒉 𝒍𝒊𝒈𝒉𝒕𝒆𝒓 𝒍𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝒇𝒆𝒆𝒍𝒔 𝒘𝒉𝒆𝒏 𝒚𝒐𝒖 𝒍𝒆𝒂𝒓𝒏 𝒂 𝒏𝒆𝒘 𝒑𝒆𝒓𝒔𝒑𝒆𝒄𝒕𝒊𝒗𝒆 𝒕𝒐 𝒉𝒂𝒏𝒅𝒍𝒆 𝒑𝒓𝒆𝒔𝒔𝒖𝒓𝒆 𝒓𝒊𝒈𝒉𝒕.

𝐃𝐌 𝐦𝐞 𝐢𝐟 𝐲𝐨𝐮’𝐫𝐞 𝐫𝐞𝐚𝐝𝐲 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐭𝐡𝐚𝐭 𝐯𝐞𝐫𝐬𝐢𝐨𝐧 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐨𝐫 𝐠𝐫𝐨𝐮𝐩 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐭𝐡𝐢𝐧𝐤, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐩𝐞𝐫𝐟𝐨𝐫𝐦.

LinkedIn LinkedIn Guide to Creating #hr #leadership

The first way leaders cut costs is -  layoffs.
But that’s not the only solution.
It’s just the most visible one.

Most leaders look at people as the cost.
Smart leaders look at behavior as the leak.

𝐈 𝐜𝐨𝐚𝐜𝐡 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐭𝐨 𝐬𝐭𝐚𝐛𝐢𝐥𝐢𝐳𝐞 𝐢𝐧𝐬𝐭𝐞𝐚𝐝 𝐝𝐨𝐰𝐧𝐬𝐢𝐳𝐞.

There are always two ways to save money:

Cut the headcount. Easy, visible, immediate.
Cut the ego, drama, and inefficiency. Harder, quieter, permanent.

Because firing people saves salaries.
But fixing culture saves millions.

- The best leaders don’t downsize teams, they downsize politics.
- They don’t cut roles, they cut noise.
- They don’t fire fast, they coach first.

𝐃𝐌 𝐦𝐞 𝐢𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧 𝐡𝐨𝐰 𝐭𝐨 𝐬𝐚𝐯𝐞 𝐜𝐨𝐬𝐭𝐬 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐥𝐨𝐬𝐢𝐧𝐠 𝐭𝐚𝐥𝐞𝐧𝐭.
LinkedIn  LinkedIn Guide to Creating  #hr #leadership

People make noise when something is NOT right, that is NOT attitude!

We service our cars on schedule - oil, filters, alignment, tuning.

But when our people show signs of burnout, we call it drama.

When they speak up, we call it attitude.

When they go silent, we call it disengagement.

We forget that people need maintenance too - in the form of feedback, empathy, clarity, and coaching.

Machines run on fuel.
People run on feeling valued.

Leaders who understand this don’t wait for a breakdown to start listening.

𝐈 𝐜𝐨𝐚𝐜𝐡 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐭𝐨 𝐧𝐨𝐭𝐢𝐜𝐞 𝐭𝐡𝐞 𝐞𝐚𝐫𝐥𝐲 𝐬𝐢𝐠𝐧𝐬 - 𝐭𝐨 𝐥𝐢𝐬𝐭𝐞𝐧, 𝐧𝐨𝐭 𝐥𝐚𝐛𝐞𝐥.
𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐦𝐚𝐢𝐧𝐭𝐚𝐢𝐧𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞 𝐢𝐬 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐬𝐮𝐬𝐭𝐚𝐢𝐧 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞.

𝐷𝑀 𝑚𝑒 𝑖𝑓 𝑦𝑜𝑢𝑟 𝑚𝑎𝑛𝑎𝑔𝑒𝑟𝑠 𝑎𝑟𝑒 𝑟𝑒𝑎𝑑𝑦 𝑡𝑜 𝑙𝑒𝑎𝑑 𝑤𝑖𝑡ℎ 𝑡ℎ𝑒 𝑟𝑒𝑎𝑙 𝑓𝑢𝑒𝑙 𝑓𝑜𝑟 ℎ𝑖𝑔ℎ 𝑝𝑒𝑟𝑓𝑜𝑟𝑚𝑖𝑛𝑔 𝑡𝑒𝑎𝑚𝑠 - 𝑐𝑙𝑎𝑟𝑖𝑡𝑦 𝑎𝑛𝑑 𝑐𝑎𝑙𝑚.

LinkedIn  LinkedIn News India  #hr #leadership

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