Dr Emmanuel Ogungbemi

Head of Data Engineering | I help you improve your productivity with data and AI

From being a data analyst to leading the development of data pipelines, my journey in data engineering and analytics has been both challenging and rewarding.

When I began my career in data, I faced the daunting task of turning vast amounts of raw data into actionable insights.

The problem? Many organisations struggle with fragmented data and inefficient processes.

Here's how I tackled these challenges and built a successful career in data:

1. Crafted Data Solutions: Designed and implemented a Common Data Platform, ensuring seamless data integration and access.
2. Led Innovative Projects: At NATS, I contributed to the world's first AI system for air traffic control, utilising digital twinning and machine learning.
3. Developed Future Talent: Shaped data science and engineering education at Multiverse by developing comprehensive curricula for degree-level apprenticeships.
4. Consulted on High-Impact Projects: Provided AI and data science consultancy for industry giants like BP, Sword and Chaucer (now BIP UK), driving data-driven decision-making and innovation.

Now, I'd like to talk about you.

Are you aspiring to become a successful data analyst/data scientist/data engineer but need help figuring out where to start?

Here's a roadmap to guide you:

1. Master the Fundamentals:
- Learn key programming languages like Python and SQL.
- Understand data structures, algorithms, and database management.

2. Gain Practical Experience:
- Work on real-world projects to apply your skills.
- Use tools like Power BI and Tableau for data visualisation.

3. Join the Community:
- Participate in data science forums and attend industry events.
- Network with professionals to exchange knowledge and opportunities.

4. Continuous Learning:
- Stay updated with the latest trends and technologies in data analytics.
- Take advanced courses to deepen your expertise.

To help you get started, I've created a comprehensive Data Analyst Roadmap that outlines the essential steps and resources you need to succeed.

Join my email list to register your interest in my free Data Analyst Roadmap.

You have the potential to excel in the data industry, and I'm here to support your journey.

Let's connect and share our experiences in data engineering and analytics!

Head of Data Engineering

I'm excited to share an invaluable resource: the Data Engineer Interview Guide by Simplilearn!

Preparing for a data engineering interview can be daunting, but this comprehensive guide has got you covered. 

Whether you are a fresh graduate or an experienced professional, this document provides a detailed overview of the key questions and answers you can expect in a data engineering interview.

Key topics include:
- Understanding the role and responsibilities of a data engineer
- Differences between data engineers and data scientists
- Key skills required for data engineering, including SQL, Hadoop, and Python
- Essential frameworks and applications for data engineers
- Commonly asked interview questions and how to answer them
- Practical tips for handling job-related crises and real-world scenarios
- Insights into data modelling, ETL processes, and working with big data in cloud environments


Enhance your interview preparation and stand out from the competition with this detailed guide!

- Repost to share with others
- Save to revisit down the road
- Add your comment!

Feed | LinkedIn

JSESSIONID

li_at

LinkedIn Login, Sign in | LinkedIn

Talks about #data, #kindness, #interviewtips, #selfimprovement, and #careertransition

Data Engineering Intro

I help you break into data science and AI with practical tips, real-world insights, and the latest trends.

SQL Introduction Handnotes

The real secret to becoming a data professional isn't technical skills—it's storytelling.

Here's how narrative trumps numbers.

When I first entered the world of data, I was captivated by the endless possibilities that numbers could unlock.

But soon, I realised something crucial: data alone doesn't speak.

It's the story you weave around it that truly makes an impact.

Let me explain how you can harness the power of storytelling in data:

1. Understand Your Audience
  ↳ Tailor your narrative to resonate with the specific needs and interests of your audience.
  Whether you're speaking to executives or data enthusiasts, adjust your story accordingly.

2. Find the Human Element
  ↳ Data is ultimately about people.
  By highlighting the human impact, you make your insights relatable and actionable.

3. Create a Compelling Narrative Arc
  ↳ Like any good story, your data-driven narrative should have a clear beginning, middle, and end.
  Start with the problem, introduce the data, and conclude with actionable insights.

4. Simplify Complex Data
  ↳ Great storytelling involves breaking down complex data into understandable and engaging segments.
  Use visuals and analogies to make your points clear.

5. Inspire Action
  ↳ Your story should lead to a call to action, encouraging your audience to make informed decisions based on your insights.
  
Remember, data storytelling isn't just about presenting facts—it's about driving change.

By mastering the art of storytelling in data, you transform from a mere analyst to an influential data storyteller.

And the best part?

Anyone can learn this skill.

So, are you ready to craft stories that drive data-driven decisions?

Start weaving your narrative today.

Excited to share an insightful resource: MLlib: Scalable Machine Learning on Spark by Xiangrui Meng and collaborators!

This comprehensive guide explores the powerful capabilities of MLlib, Spark's scalable machine learning library.

It covers everything from basic algorithms to advanced machine learning techniques, making it an essential resource for data scientists and engineers looking to leverage Spark for large-scale data processing and analysis.

Key topics include:
- Overview of MLlib and its integration with Apache Spark
- Machine learning algorithms: classification, regression, clustering, and collaborative filtering
- Practical examples and implementations of logistic regression, k-means clustering, and ALS
- Performance comparisons and scaling properties of MLlib
- New features and updates in MLlib v1.x
- Integration with other Spark components like Spark SQL, Streaming, and GraphX


Unlock the full potential of machine learning with MLlib on Spark and take your data projects to the next level!

- Repost to share with others
- Save to revisit down the road
- Add your comment!

Why I believe the future of data engineering lies not in new tech but in teaching empathy and communication.

I started in data engineering with the belief that the latest tech would solve every problem.

That mindset shifted.

Here's why: it's not just about the tools.

It's about understanding the humans behind the data.

In my journey from data analyst to data engineering leader, I've learned that the hardest problems aren't technical.

They're human.

When I was tasked with transforming raw data into insights, I quickly realised that many organisations were drowning in fragmented data.

Not because they lacked technology, but because they lacked communication.

→ Data was siloed.

→ Teams didn't talk to each other.

→ Processes were inefficient.

So I focused on:

1. Building Bridges: I brought together diverse teams, ensuring everyone understood the data's value and purpose.

2. Teaching Empathy: I encouraged my team to see data not just as numbers but as stories with human impact.

3. Enhancing Communication: I led efforts to develop clear channels and languages for data discussions, making complex insights accessible to all.

It wasn’t just about algorithms.

It was about collaboration.

About understanding the fears and hopes of those who rely on the system.

When we embrace empathy and communication, we transform data from a static resource into a dynamic force for change.

We give it life.

The future of data engineering won't be about the flashiest tools.

It will be about the human touch.

So here's my challenge to you:

Focus on the human side of data.

Ask more questions.

Listen more.

Let's build a future where data brings us together, not keeps us apart.

What do you think?

How can we make data engineering more human?

Share your thoughts below.

Jitender Girdhar ↗️

3 TEDx Talks | Bestselling Author | Entrepreneur | Columnist | I help founders and leaders 10x their impact | Follow for No-Nonsense insights on Leadership, Growth, and Mindset

I coach leaders to 10x their clarity, confidence, and influence; so they lead with authority, drive results, and create lasting impact.

As a Leadership & Influence Coach, I work with professionals and founders who want to rise above noise, lead decisively, and be seen as the go-to leader in their space. 

Whether you're stuck in self-doubt, unclear communication, or inconsistent team outcomes, I help you make confident, high-trust leadership your default mode.

I also partner with companies as a Culture Coach, helping leadership teams build high-trust, people-first workplaces. From cultural misalignment to poor retention, I help solve the root problems that impact performance and morale.

I’ve delivered 3 TEDx Talks, written a bestselling book on right thinking, and built three ventures as an entrepreneur. I also write as a columnist and was named the #1 Creator in Workplace Wellbeing for my practical, no-fluff insights on leadership and culture.

Who I work with:
• Mid to senior leaders seeking more influence, clarity, and executive presence
• Founders and CXOs looking to align and energize their teams
• Organizations ready to fix culture drift and build high-performing environments

My style is direct, practical, and grounded in real-world experience; not theory or motivation fluff.

If you're ready to grow your leadership influence, build long-term credibility, and lead with clarity that scales; let's connect.

Open to 1:1 coaching, team workshops, and consulting engagements.

Author

Jitender Girdhar

7 Signs your Manager is a RARE GEM 💎 
 
If you have them, thank your lucky stars. 
 
In my 20+ years of working, 
I've realized great managers are like unicorns 🦄 
 
Here are 7 signs you've found one: 
 
1.They don't wait for you to ASK for a promotion Instead, 
they're already building your case 
That's what real support looks like 
 
2. During failures: "It's on me" 
During success: "My team did it" 
No stealing credit, only sharing glory 
 
3. They are always available for those 1:1s 
Even when their calendar is CRAZY, and when you are SCARED that they won’t have time for you. Because your growth > their busy-ness ⏰ 

4. You hear stories about them FIGHTING for your salary 
But never from them That's class 
 
5. Office politics? 
What office politics? 
They're your human shield from corporate drama 🛡️ 
 
6. Their Feedback hits hard but heals deep 
Always in private 
Always for growth 
Never to show power 🎯 
 
7. Your wins get attention 
Your work reaches the RIGHT people 
They market YOU like their own product ⭐ 
 
Most managers take, some give, and a rare few fight. 
 
If you have one of these managers, 
value their influence, 
learn from their actions, 
and aim to lead with the same conviction. 
 
Tag a manager who fights for their team! 🙏 
 
♻️ Repost to spark conversation about rare great leaders 
➕ Follow Jitender Girdhar for more

7 Signs your Manager is a RARE GEM

Your title doesn't make you a leader.

How you choose to treat your team does.

9 Type of Managers who change your career forever.

Not the ones with the loudest voices,
the ones who quietly shaped who you became.

Here are the managers people never forget:

1. The manager who made you feel safe
↳ They listened without judgement and made honesty feel easy.

2. The manager who trusted you early
↳ They gave responsibility before you believed you were ready.

3. The manager who corrected you with respect
↳ They showed you how to improve without making you feel small.

4. The manager who celebrated your progress
↳ Your small wins mattered because your growth mattered.

5. The manager who defended you in tough rooms
↳ They protected your effort even when it was inconvenient.

6. The manager who saw your potential
↳ They spotted strengths you didn’t notice in yourself.

7. The manager who made work feel human
↳ Family, health, and life always came before deadlines.

8. The manager who pushed you with care
↳ High expectations, delivered with support; not fear.

9. The manager who gave grace
↳ Mistakes weren’t weapons. They were lessons.

These managers don’t just lead teams.
They shape careers, confidence, and entire lives.

👉 Which one did you have, or wish you had?

♻️ Repost to celebrate the managers who truly make a difference
 ➕ Follow Jitender Girdhar for more

9 Managers who change your career forever.

Most managers manage. Few lead.

The ones who risk it all for the team, are rare.

A title doesn’t make someone a leader, courage does.

Especially the courage to challenge upwards when it’s the right thing to do.

Here’s what true leadership looks like:

1. They speak truth to power
↳ Even when silence is safer.

2. They shield their team from unfair pressure
↳ Taking the heat themselves instead of passing it down.

3. They fight for resources
↳ So their team can do great work without burning out.

4. They protect their people’s dignity
↳ No one gets humiliated on their watch.

5. They challenge bad decisions
↳ Not to rebel, but to protect the bigger picture.

6. They put principle over politics
↳ Choosing what’s right over what’s easy.

7. They own mistakes, even ones they didn’t make
↳ Because real leaders carry responsibility, not excuses.

A manager like this earns loyalty money can’t buy,
and builds a team that will go through fire for them.

💬 Have you ever worked for a manager 
who would risk their own career for you?

♻️ Repost to remind leaders what true leadership means
➕ Follow Jitender Girdhar for more

58% quit their jobs due to toxic work culture.

70% of employees feel micromanaged at work.

Most Resignations are about Pain.

They are escaping the pain of toxic culture and poor leadership.

The truth is, employees don’t just leave their jobs.

They leave the pain of broken systems 
and environments that stunt their growth and well-being.

Here’s why your top talent is quitting:

1. Toxic Workplaces
↳ A culture filled with gossip, favoritism, and constant negativity causes emotional exhaustion.

2. Burnout
↳ Endless work without support or balance drains energy, leaving employees feeling empty.

3. Poor Leadership
↳ Micromanagement, lack of transparency, and uninspiring leaders make work unbearable.

4. Limited Growth Opportunities
↳ Stagnation and the lack of professional development create frustration and feelings of being stuck.

5. Inadequate Compensation
↳ When pay doesn't reflect skills, efforts, or market value, the frustration is unbearable.

6. Work-Life Imbalance
↳ The relentless demands of work invade personal time, leading to stress and health problems.

7. Biased Recognition
↳ Being overlooked or treated unfairly in reviews or rewards fuels disengagement and bitterness.

8. Limited Autonomy
↳ Micromanagement or lack of trust leaves employees feeling trapped and powerless.

9. Inappropriate Feedback
↳ Feedback should empower growth, not serve as criticism or blame that intensifies frustration.

10. Changing Company Values
↳ When a company’s shifting values clash with employees' personal values, it creates internal conflict and pain.

11. No Room for Innovation
↳ A culture that stifles creativity and resists change suffocates the passion and drive of top talent.

People leave because of deep pain 
caused by systemic issues, not laziness or ingratitude.

To retain top talent, 
create a culture that prioritizes well-being, growth, and fairness.

Stat source: SHRM and Gallup

What steps is your company taking to ease the pain 
and keep its best people?

➕ Repost to share the real reasons behind resignations
🔔 Follow Jitender Girdhar for more

Most Resignations are not about Pay, they are about Pain.

Insecure managers fear talent.
Secure leaders grow with it.

The smartest teams aren’t built by knowing everything.
They’re built by recognising what others know better.

A strong leader doesn’t hide in the spotlight.
They widen it.

A weak leader feels replaced.
A strong leader feels reinforced.

Smart colleagues do more than complete tasks.
They raise standards.
They push thinking.
They challenge comfort.
They make the whole team sharper.

Threat comes from ego.
Growth comes from collaboration.

If someone knows more than you, learn from them.
If someone works faster than you, study their method.
If someone thinks deeper than you, expand your perspective.

Great leaders don’t compete with their team.
They elevate their team.

Surrounding yourself with impressive people
is not a risk.
It’s a strategy.

And here’s the irony:
Leaders who fear smart people
eventually lose them.

Leaders who value smart people
attract more of them.

Choose the second path.
It’s the only one that scales.

💬 Have you ever worked with someone who made you better just by being around them?

♻️ Repost to remind leaders: talent is an asset, not a threat.
➕ Follow Jitender Girdhar for more

We are Family" is the biggest lie at work.

People need Respect and not emotional manipulation.

Employees don’t need a family at work.

They need a professional, respectful environment.

Let’s stop romanticizing the idea of “we’re all one big family.”

Workplaces aren’t families, they’re systems of mutual value and trust.

What employees truly need:

1. Clear Communication
↳ Confusion kills performance. Clarity builds confidence.

2. Fair Treatment
↳ Consistency in rules and respect, not favoritism or bias.

3. Trustworthy Leadership
↳ Someone who leads by example and keeps their word.

4. Support in Challenges
↳ Backing your team when times get tough isn’t optional, it’s leadership.

5. Recognition of Effort
↳ Even a simple “thank you” can fuel morale and loyalty.

6. Growth Opportunities
↳ Stagnation drives talent away. Growth keeps them inspired.

7. Healthy Boundaries
↳ Respect for time, space, and personal life is a must.

People don’t want a work family. 
They want a work culture built on respect, fairness, and growth.

💬 What do you value most in your workplace?

♻️ Repost to shift focus from “family” to "fairness"
➕ Follow Jitender Girdhar for more

7 Ways a Boss can Kill your Career 
(Without Firing You)
#3 hurts the most.

The worst bosses don’t need to fire you.
They just quietly kill your growth.

Not every career ends with a resignation letter or a pink slip.

Sometimes, it’s death by a thousand cuts,
quiet actions from the person you report to.

Here’s how bosses hold people back 
without ever saying the words “you’re fired”:

1. By constantly micromanaging
↳ You don’t learn, you just follow orders.

2. By denying growth opportunities
↳ No training, no exposure, no projects that stretch your skills.

3. By blocking your visibility
↳ When your name is never mentioned in rooms that matter.

4. By taking credit for your work
↳ Nothing kills motivation faster than stolen recognition.

5. By discouraging your ideas
↳ “That won’t work”, repeated until you stop trying.

6. By withholding feedback
↳ No clarity, no direction, no chance to improve.

7. By making you too comfortable
↳ Promotions and raises never come where stagnation feels safe.

The hardest part? 
Many employees don’t realize it’s happening until years are lost.

A boss can be the biggest multiplier of your career, or its biggest barrier.

Have you ever experienced any of these silent career killers?

♻️ Repost to help more professionals spot these early
➕ Follow Jitender Girdhar for more

7 Ways a Boss can Kill your Career  (Without Firing You)

Some people clap when you win, 
others clap because they expected you to lose.

Not everyone who smiles at you will root for you.

That’s why your circle matters more than your network.

Surround yourself with people 
who speak your name when you’re not in the room.

The kind who advocate for you even when there’s nothing in it for them.

Here’s what true supporters look like:

1. They celebrate your wins without envy
↳ Their applause is genuine, not strategic.

2. They mention your name in rooms you haven’t entered yet
↳ Because they believe opportunity should multiply, not compete.

3. They correct you privately but defend you publicly
↳ Loyalty isn’t loud; it’s consistent.

4. They push you toward growth, not comfort
↳ Real friends don’t flatter; they sharpen.

5. They remind you of your worth when you forget it yourself
↳ That’s what real encouragement sounds like.

You don’t need a big circle, just the right one.

Because one genuine advocate is worth more than fifty silent spectators.
Who’s that one person who always speaks up for you?

♻️ Repost to appreciate the people who root for others
➕ Follow Jitender Girdhar for more

When you feel lost, don’t panic.
You’re just walking into the next version of you.

Feeling lost doesn’t mean you’ve failed.
It often means you’re growing beyond the map you once knew.

We’re taught to fear uncertainty, 
but it’s in those confusing, unplanned moments that we discover who we really are.

When you feel lost, remember:

1. Feeling lost doesn’t mean you’re broken
↳ It means life is pushing you toward a new version of yourself.

2. Confusion is a sign of growth
↳ You’re outgrowing what no longer fits you.

3. Stillness is not wasted time
↳ Sometimes the pause helps you hear what you’ve been ignoring.

4. The right path isn’t found, it’s built
↳ Every wrong turn adds a piece to the map.

5. Clarity comes after chaos
↳ But only if you keep moving, one small step at a time.

Feeling lost is not a setback.
It’s a sign you’re meant to find something new.

When was the last time getting lost led you to something better?

♻️ Repost to remind someone that feeling lost means evolving
➕ Follow Jitender Girdhar for more

75% people quit their jobs because of bad bosses 

59% of employees feel micromanaged at work.

They call it culture to make it sound warm.
They call it family to make it sound safe.
They call it care to make it sound human.

But what you actually feel is control, pressure, and fear.

Because somewhere along the way, “culture” became compliance.
“Care” became control.

And “family” became favoritism.

Here’s how toxic cultures disguise themselves:

1. They call overwork “commitment”
↳ But it’s just burnout in a nicer font.

2. They call silence “respect”
↳ But it’s fear of speaking up.

3. They call control “guidance”
↳ But it’s micromanagement wrapped in concern.

4. They call chaos “flexibility”
↳ But it’s poor leadership without accountability.

5. They call loyalty “ownership”
↳ But it’s blind obedience rewarded over truth.

A healthy culture doesn’t need clever words.
It shows up in how people feel when no one’s watching.

Have you ever worked in a place that called itself “family” but felt the opposite?

♻️ Repost to remind everyone that culture is felt, not framed
➕ Follow Jitender Girdhar for more

Respect isn’t a reaction to status.
It’s a reflection of who you are when no one is watching.

They speak politely to someone senior.
They become formal with someone influential.
They stay neutral with peers.

And they become dismissive with juniors or support staff.

Same person.
Different tone.
Different energy.

That’s not professionalism.
That’s hierarchy disguised as behaviour.

Respect is not something you offer after checking someone’s job title.
Respect is not something you tailor based on influence.
Respect is not selective.

The truth is simple.
The way you speak to people who can’t “benefit” you
reveals more about your character than anything on your résumé.

Everyone deserves dignity.
Everyone deserves patience.
Everyone deserves a kind tone.
Everyone deserves to be treated as human first.
And when respect becomes a habit, things shift.

People feel safe.
Teams become easier to work with.
Trust grows without force.
Communication becomes honest.
Workplaces feel lighter.

Titles change.
Positions change.
Qualifications change.
Character doesn’t.

Respect is free.
Respect is powerful.
Respect is always the right choice.

💬 Have you seen someone being treated differently because of their title?

♻️ Repost to inspire others
➕ Follow Jitender Girdhar for more

If you don't defend your team, you don't deserve to lead.

Real leaders protect, bosses abandon.

Managers who protect their teams are the real leaders.

Leadership isn’t about power; it’s about protection and empowerment.

The best managers shield their teams from toxic work environments that drain energy and kill motivation.

7 Toxic Workplace issues Great Leaders Guard Against:

1. Unrealistic Expectations
❌ Constant pressure to overdeliver leads to burnout.
✔️ They set achievable goals that balance ambition with well-being.

2. Micromanagement
❌ Controlling every detail crushes creativity and trust.
✔️ They empower their team to take ownership and make decisions.

3. Blame Culture
❌ Fear of failure stifles innovation and team morale.
✔️ They focus on solutions, not finger-pointing.

4. Unnecessary Distractions
❌ Endless meetings and interruptions drain productivity.
✔️ They respect focused work time and streamline communication.

5. Unclear Communication
❌ Confusion leads to mistakes and frustration.
✔️ They provide clear directions and ensure alignment on expectations.

6. Office Politics & Drama
❌ A toxic atmosphere creates stress and divides teams.
✔️ They promote transparency, fairness, and mutual respect.

7. Lack of Recognition
❌ Feeling undervalued leads to disengagement.
✔️ They regularly appreciate contributions and celebrate wins.

Real leaders create a workplace where people feel 
- safe, 
- supported, and 
- valued.

💬 Do you agree?

♻️ Repost to encourage better leadership.
➕ Follow Jitender Girdhar for more

People don’t Quit Jobs

(They Quit these 9 Leadership Failures)

It’s not the work that drives people out, it’s the way they’re treated.

People don’t leave jobs, they leave cultures that fail them.

1. Lack of Recognition 
↳ Employees feel undervalued when their efforts go unnoticed.

2. Micromanagement 
↳ Excessive control kills motivation and trust.

3. Poor Communication 
↳ Lack of clarity leads to confusion and frustration.

4. No Growth Opportunities 
↳ Stagnation drives talent to seek better prospects.

5. Toxic Work Environment 
↳ Negativity and politics drain morale and productivity.

6. Lack of Trust 
↳ Employees won’t stay where they feel unsupported or doubted.

7. Unclear Expectations 
↳ Ambiguity leads to stress and inconsistent performance.

8. Ignoring Employee Well-being 
↳ Overworking staff without care leads to burnout.

9. Playing Favorites 
Unfair treatment breeds resentment and disengagement.

Great leaders don’t just fill positions; 
they create workplaces where people thrive.

Retention isn’t about offering perks, 
it’s about creating an environment where people want to stay.

What’s the biggest reason you’ve seen people leave a job? 

♻️ Repost to help build better workplace culture
➕ Follow Jitender Girdhar for more

Being an introvert doesn’t make you less of a leader,
your impact is what defines you.

Introverts aren’t quiet in leadership.
They’re powerful in a different way.

You don’t need to be the loudest voice in the room to lead.
Introverts often win trust through depth, not noise.

Their strength lies in focus, empathy, and thoughtful action.

Quiet people have the loudest minds
Introvert leaders speak volume without noise.

You can be an introvert and still:

1. Lead a team successfully
↳ Leadership is about guidance, not volume.

2. Speak up in meetings
↳ When you talk, your words carry weight.

3. Build strong relationships
↳ You connect deeply, not superficially.

4. Share bold ideas
↳ Thoughtful ideas can shake the room.

5. Influence decisions
↳ Insight often beats influence through force.

6. Stand your ground
↳ Quiet confidence is still unshakable.

7. Thrive in leadership roles
↳ Presence isn’t measured in decibels.

You don’t need volume to inspire respect.
Quiet leadership can shake the room.

Being introverted doesn’t limit leadership.
It can make it stronger, more intentional, and more human.

💬 Which of these points resonates most with you?

♻️ Repost to challenge leadership stereotypes
➕ Follow Jitender Girdhar for more

7 Reasons Introverts make Unstoppable Leaders

Burnout impacts 77% of employees

A great leader is the ultimate cure for burnout.

A great salary and perks can’t fix a toxic work environment.

Your manager has a greater impact on your health than your doctor.

Here’s what good leaders do differently:
1. Set Clear Expectations
2. Respect Work-Life Boundaries
3. Provide Support, Not Just Criticism
4. Create Psychological Safety
5. Offer Growth Opportunities
6. Lead by Example
7. Genuinely Care About Employees

People don’t need perks to overcome burnout.
People just need leaders who:

❌ Don’t: Ignore signs of stress.
✔️ But: Actively care for their team’s mental health.

❌ Don’t: Value overwork more than well-being.
✔️ But: Encourage balance, both at work and at home.

❌ Don’t: Demand more than they give.
✔️ But: Create environments where people feel supported.

❌ Don’t: Treat performance as the only measure of value.
✔️ But: Recognize the whole person and their well-being.

❌ Don’t: Let burnout go unaddressed.
✔️ But: Treat it as a serious issue that requires attention and care.

For healthy, engaged teams, burnout isn’t an option, 
it’s a signal to lead better.

The deeper question:
Are we creating work environments that heal, 
or ones that burn people out?

♻️ Repost to highlight the importance of great leadership
➕ Follow Jitender Girdhar for more

When Effort > Growth, people quit.
When Growth > Effort, people stay.
That’s the real equation behind every resignation.

People don’t quit jobs.
- They quit the imbalance.
- They quit when they give more than they get.
- They quit when the scale tilts too far on one side.
- They quit when the system takes, but doesn’t return.
- They quit when progress stops showing up.

Imbalance looks like:
⚠️ Heavy workload, zero learning
⚠️ Big expectations, small appreciation
⚠️ Long hours, no support
⚠️ Constant stress, unclear direction
⚠️ Endless loyalty, no growth path

Balance looks like:
✔️ Fair effort
✔️ Visible progress
✔️ Respect that’s consistent
✔️ Growth that’s real
✔️ Leaders who show up

People aren’t asking for perfection.
They’re asking for a fair exchange.

Match effort with growth.
Match commitment with clarity.
Match responsibility with support.

Fix the imbalance
and people stay longer than any offer can tempt.

💬 Have you ever left a job because the scale tipped against you?

♻️ Repost to remind leaders: retention begins with balance.
➕ Follow Jitender Girdhar for more

Growth has one rule.
You can’t carry everything into your next chapter.

Life doesn’t deny growth.
It just keeps checking if you’re ready to let go.

Most people think they’re stuck because nothing is changing outside.
But the real pause usually happens inside.

Growth asks for space.
But space only appears when something is released.

- Let go of old habits that keep you small.
- Let go of the roles you’ve outgrown.
- Let go of relationships that drain more than they give.
- Let go of fears you’ve rehearsed for years.
- Let go of versions of yourself that no longer match who you’re becoming.

Life keeps sending the same situations
not to punish you
but to check if you’re done repeating the same response.

- Nothing new fits into a mind full of old patterns.
- Nothing better arrives when you’re holding onto what’s familiar.
- Nothing grows in soil that refuses to be turned.

Letting go is not loss.
It’s preparation.

Every breakthrough you want
is on the other side of something you still cling to.

Life isn’t delaying your growth
It’s waiting for you to free the space for it

Ask yourself today:
What do I need to release so I can grow?

💬 What’s one thing you had to let go of to move forward?

♻️ Repost if someone you care about needs this
➕ Follow Jitender Girdhar for more

9 Signs your Boss is Holding you Back

(and how to deal with that)

1. Shuts Down Your Growth Opportunities
↳ If every project feels like a rerun, your career’s on pause.

2. Steals the Spotlight on Your Work
↳ Your boss shines, while you’re left in the shadows.

3. Keeps You Out of Important Circles
↳ Blocked from key meetings? Your influence is getting boxed in.

4. Shoots Down Your Ideas Constantly
↳ When every suggestion gets squashed, it’s a red flag.

5. Sabotages Your Promotions or Transfers
↳ "You're too valuable here" is code for "stay where you are."

6. Controls Every Move Instead of Guiding
↳ Micromanagement isn’t mentorship, it’s a power play.

7. Refuses to Acknowledge Your Wins
↳ Silence on your achievements speaks volumes.

8. Withholds Real Feedback
↳ No advice means no growth, keeping you right where you are.

9. Keeps You Comfortably Stuck
↳ When “steady” becomes stagnant, it’s time to consider an exit.

If any of these sound familiar, it may be time to question 
if your boss is invested in your growth or just their own.

10 Steps to Grow Your Career 
(Even When Your Boss isn’t Supporting You)

1. Assess Your Strengths and Weaknesses
2. Seek Feedback from Trusted Colleagues
3. Identify Skill Gaps and Upskill
4. Build a Network Outside of Work
5. Start Documenting Your Achievements
6. Set Clear Career Goals
7. Develop a Personal Branding Strategy
8. Volunteer for High-Impact Projects
9. Develop Soft Skills
10. Stay Resilient and Open to Change

Which of these signs resonated most with you and why?
What do you expect from your leader?

♻️ Repost to promote great workplace culture
➕ Follow Jitender Girdhar for more

9 Signs your Boss is Blocking your Growth

We all get the same 24 hours.
But how we think decides how far we go.

The 1% don’t chase balance.
They build habits that make balance unnecessary.

Here’s what separates motion from mastery:

1. Normal: Wait for motivation | Top 1%: Rely on discipline
↳ Motivation fades. Discipline builds momentum.

2. Normal: Fear failure | Top 1%: Learn from failure
↳ They fail fast, learn faster, and move again.

3. Normal: Chase quick results | Top 1%: Trust compounding
↳ They know small wins multiplied over time beat overnight success.

4. Normal: Avoid discomfort | Top 1%: Seek discomfort
↳ Growth starts where comfort ends.

5. Normal: Quit when bored | Top 1%: Win through repetition
↳ They don’t need excitement, they need results.

6. Normal: Think short-term | Top 1%: Think long-term
↳ Vision turns daily effort into lasting success.

Same 24 hours.
Different mindset.
Different life.

You don’t need more time.
You need a stronger mindset.

👉 Which mindset are you building this year?

♻️ Repost to help someone shift from average to exceptional
➕ Follow Jitender Girdhar for more

Normal vs Top 1% Mindset

People don’t just quit jobs. 

They quit caring first.

Treat employees right before they stop caring.

Respect loyalty, or watch people quit.

How often did someone give their all to a company,
Only to feel their efforts go unnoticed?

How often did loyalty fade,
Because respect and appreciation were absent?

People don’t need constant praise to stay loyal.
They need to be treated with respect before they stop caring.

But no career is worth:
➟ Taking loyalty for granted
➟ Ignoring the signs of disengagement
➟ Letting employees feel invisible
➟ Demanding more without giving back
➟ Failing to show appreciation for hard work
➟ Treating people like tools, not valued team members
➟ Pressuring loyal employees until they burn out
➟ Allowing good people to walk away without a fight

People just need leaders who:

❌ Don’t: Ignore signs of disengagement
✔️ But: Act before people lose their motivation

❌ Don’t: Overlook the value of loyalty
✔️ But: Respect it by showing appreciation daily

❌ Don’t: Take hard work for granted
✔️ But: Acknowledge and reward it regularly

❌ Don’t: Let people feel unseen or unheard
✔️ But: Make sure everyone’s voice matters

❌ Don’t: Allow good employees to slip away
✔️ But: Act to keep them engaged and supported

Because when loyalty fades,
The next step isn’t resignation, it’s giving up.

The deeper question:
Are we valuing loyalty, or just expecting it?

♻️ Repost to remind leaders what truly matters.
➕ Follow Jitender Girdhar for more

taplio

The Battle

Dr Emmanuel Ogungbemi

Jitender Girdhar

Followers

Posts

Engagements

Likes

Performance ScoreDr Emmanuel Ogungbemi's LinkedIn Performance

Performance ScoreJitender Girdhar's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Dr Emmanuel Ogungbemi

Jitender Girdhar

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Dr Emmanuel Ogungbemi's LinkedIn Performance

Performance ScoreJitender Girdhar's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDr Emmanuel Ogungbemi's LinkedIn Performance