| HR Leader & Founder | I help you build your brand and skyrocket audience| 352K+ | Helped 360+ brands on LinkedIn | Organic LinkedIn Growth | Author |850M+ content views | Lead Generation | Influencer Marketing

I am Jandeep Singh — Jan to most. My career began with one simple curiosity: Why do some people and businesses grow while others stay stuck?That question turned into a lifelong pursuit - one that led me into research, HR leadership, branding, entrepreneurship, and eventually, building ecosystems where growth becomes inevitable.Along the way, I published research in Materials Science and Engineering, earned recognition in HR, branding, leadership, and influencer marketing, and discovered that my true strength lies in connecting dots others don’t always see, no matter the field. What began as a vision has now grown into 1000+ branding &amp; digital marketing projects and 80 ventures powered by innovation, strategy, and authentic storytelling.At NBT Global Growth, we believe:🌈Diversity makes ideas stronger.📚 Learning keeps us relevant. ✅Authenticity builds brands that last. Me and my team help people help businesses grow through:- Business consulting Career coachingLinkedIn optimization Influencer marketingPersonal + company brandingSocial media strategyLead generationGhost and Content writing for CEOs &amp; EnterpreneursLeadership developmentHR staffing Website developmentFacebook/Instagram/Google/LinkedIn adsResearch collaborationsIf it involves growth, strategy, or storytelling — I’m all in. So whether you are exploring opportunities, need support in branding, leadership mentoring or HR, or want to collaborate on research my team and I are always open to meaningful conversations.Your growth matters. Let’s build something real and impactful together. 📩 Connect with us: For inquiries, proposals, or to discuss how we can contribute to your journey towards exponential growth, reach out at nbtglobalcm@gmail.com or drop us a message here on LinkedIn.🔗 Discover more: 🍁For work related inquiries, research and business collaborations :Kindly contact and send your business proposals on the given contact info 👇 👉 Email: nbtglobalcm@gmail.com or DM  for more • Influencer marketing collab link: https://collab.anchors.in/jandeepsinghsethi

Jandeep Singh Sethi

Being close to the wrong people can cost you more than you realize.

At work, your circle doesn’t just influence what you do.  It shapes how you are perceived.

Psychology calls this social contagion: emotions, norms, and behaviors spread through proximity.

You don’t need to participate for the influence to take hold. Mere association is enough.

You may never gossip. But standing beside gossipers signals tolerance.

You may never cut corners. But silence in the presence of low standards reads as consent.

Humans are pattern-seeking creatures.
We infer character by context.
We judge alignment by association.

This is why reputation is fragile, not because it’s false, but because it’s relational. 

Philosophers understood this long ago.

Aristotle argued that character is formed through habit and environment.  You become what you repeatedly observe, excuse, and normalize.

That’s how the wrong circle quietly damages careers:

✅ You are pulled into politics you never intended to play
✅ Your name drifts into conversations where it doesn’t belong
✅ Comfort replaces challenge, and growth slows
✅ Low standards feel normal instead of unacceptable
✅ Loyalty keeps you tethered while better opportunities pass by

Culture spreads through proximity.
Standards are absorbed before they’re questioned. Energy transfers long before intentions do.

Spend time around people who complain,
and your internal narrative shifts toward limitation.

Spend time around people who grow,
and growth starts to feel inevitable.

Choosing your circle at work is choosing your trajectory. Not everyone deserves front-row access to your time, attention, or credibility.

Protect your energy.
Protect your reputation.
Protect your growth.

Because one wrong association,quiet, gradual, unnoticed,  can undo years of disciplined effort.

#Careergrowth #LeadershipMindset #WorkplaceCulture #ProfessionalReputation

The most valuable skill in the AI age isn’t intelligence, it’s execution. Some kids start learning it at five.

The next gen of high performers isn’t being shaped in boardrooms. It’s being shaped in early classrooms.

In some Chinese kindergartens, children aren’t rewarded for sitting quietly or memorizing answers.

They are taught to function. 

At five years old, they cook meals, build objects, clean their space, and solve simple real-world problems together.

This isn’t about early productivity.
It’s about building agency. 

Psychologically, confidence doesn’t come from praise or information. It comes from repeated proof that your actions lead to outcomes.

Each completed task leaves behind a quiet but powerful belief:
“I can handle this.”

That belief is called self-efficacy, and it shapes how people approach uncertainty for the rest of their lives.

Children who grow up acting instead of waiting don’t fear mistakes.
They don’t stall when instructions are unclear.
They don’t rely on constant supervision.

They’ve learned early that effort, adjustment, and persistence work.

In a future where AI will make knowledge abundant, the real advantage won’t be knowing more.

It will be:
• Turning ideas into action
• Adapting when plans break
• Solving problems without a script

Long before careers begin, the foundation is already set.

Not by theory.
By doing.

Success isn’t random. It’s conditioned early.

#Selfleadership #Education #FutureOfWork #Leadership #Psychology #Entrepreneurship

🧠 “Emotions drive people. People drive performance.”
𝘐 𝘩𝘦𝘭𝘱 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘩𝘢𝘳𝘯𝘦𝘴𝘴 𝘵𝘩𝘪𝘴 𝘵𝘳𝘶𝘵𝘩 𝘵𝘰 𝘤𝘳𝘦𝘢𝘵𝘦 𝘤𝘶𝘭𝘵𝘶𝘳𝘦𝘴 𝘸𝘩𝘦𝘳𝘦 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘢𝘯𝘥 𝘱𝘦𝘰𝘱𝘭𝘦 𝘵𝘩𝘳𝘪𝘷𝘦, 𝘵𝘰𝘨𝘦𝘵𝘩𝘦𝘳.

I’m Joshua Freedman, CEO and cofounder of Six Seconds, the global emotional intelligence (EQ) network. For over two decades, I’ve partnered with organizations like Amazon, FedEx, the US Navy, Microsoft, and the United Nations to turn emotional intelligence into measurable outcomes: higher engagement, better leadership, and scalable culture change.

Through our proprietary EQ assessments, global training programs, and data-driven consulting, we equip CHROs, L&D leaders, and executive teams to solve complex challenges (burnout, disengagement, poor retention) by measuring what matters to put people back at the center of performance.

As a Master Certified Coach (ICF) and author of 5 books and 9 psychometric tools, I know emotional intelligence isn't a “soft skill” -- it's the strategic capability that drives culture for ROI. I lead Six Seconds’ global EQ Coach Certification, and speak internationally on how to apply emotional intelligence to fuel innovation, inclusion, and resilience.

🔹 Join me in transforming leadership and culture through emotional intelligence. Let’s turn insights into action and get you the EQ data and tools to drive great results.

📩 Connect for a consultation or invite me to speak: josh@6seconds.org | www.6seconds.org/business

Joshua Freedman

The global economy loses $8.8 trillion a year to disengagement. AI won’t fix this. It can’t.

Today’s new International Business Times article spells it out: 

🔗 https://lnkd.in/ggujEj6D


👆cites our new research (published in Frontiers in Psychology, covered today by IBTimes) documents a worldwide Emotional Recession. Since 2020:
📉 Emotional intelligence down 3.5%
📉 Wellbeing down 3.92%
📉 Optimism down 4.87%

🔗 https://lnkd.in/gycXXRQJ


People are losing the internal capacity to adapt, connect, and lead through complexity. Right when they need it most.

The World Economic Forum calls these human-centric skills the most valued AND the hardest to automate. Gallup says managers drive 70% of team engagement. High-trust teams are 50% more productive.


So what’s the unlock? 
Not more tech. 
More emotional intelligence. The ability to read what’s really going on. To stay steady under pressure. To build trust one interaction at a time.

Emotions drive people, and people drive performance. 
Full stop.

That conviction is why I wrote Emotion Rules (releasing March 10). Because feelings aren’t a problem to fix. They’re intelligence we haven’t learned to use yet.
🔗  https://lnkd.in/g8h-GaGc 
(be sure to try the free quiz that’s there)

CEO & Cofounder, Six Seconds | Bestselling Author | Emotional Intelligence at scale

Ever wish you could rewind a reaction and respond differently?

We've all been there in that face-palm moment of regret. What if you could catch yourself and choose a better response? That's when emotional intelligence becomes invaluable.

At Six Seconds, we often talk about the power of the "six second pause" ... just enough time to shift your brain from impulse to insight. It's a simple framework with 3 steps:
 1. Noticing 🔵
 2. Pausing 🔴
 3. Responding 🟢

What's helped you build space between stimulus and response?


Here are 10 ways to help you shift from React → Respond:

NOTICING 🔵
 🔵 Name what you're really feeling, not just the surface emotion 
 🔵 Approach feelings with curiosity, not judgment
 🔵 Bring awareness back to your body

PAUSING 🔴
 🔴 Practice a "six seconds" pause to let your amygdala catch up
 🔴 Breathe for one minute before responding
 🔴 Step outside or move your body to get perspective
 🔴 Ask yourself: Why am I feeling this way?
 🔴 Write your response before you speak it

RESPONDING 🟢
 🟢 Assume positive intent; make people good **
 🟢 Remember it's normal to feel big feelings; practice self-compassion

Bonus: 🟢 Consider the long-term: How do you want to see this looking back in 5 years?

Any of these helps -- practiced consistently, as a process, they rewire your leadership.


** "make people good" is about starting with a belief that all people (including self) are good, trying to do the best we can with what we've got. Deciding to see the world this way is not easy, but it's a game-changer.


These practices are part of what we explore in Emotion Rules -- where we go deeper into how emotions become guides, not obstacles. The book unpacks the 12 emotion rules that help you decode what your feelings are really telling you, spot the patterns keeping you stuck, and shift from managing emotions to trusting them.

The book releases March 10th -- and you can pre-order it now.
https://lnkd.in/g8h-GaGc

Is your workplace focused on extrinsic or intrinsic motivation? How does that feel?

Extrinsic drivers sort-of-work, but: they don’t last and they don’t scale well. 

In the name of accountability or “span of control,” many orgs cultures undermine the deeper value of intrinsic motivation. They don’t really trust people and as a result, people don’t really engage. 
Compliance isn’t motivation. 
Distrust fuels more distrust. 


When intrinsic motivation is unleashed, people are unstoppable. 
That creates tons of energy — which also can increase chaos. Autonomy is highly motivating, and messy!

As you can see in the graphic, this is a massive shift. It’s built on emotions! Like curiosity, care, passion, determination. 
Trust fuels more trust. 
Engaged people engage people. 


What would happen in your company if intrinsic motivation was a top priority?

Compliance is easy to get. And almost worthless.

I know because I’ve been the porcupine. Early in my career as a CEO, I’d get frustrated and think I was supposed to “take charge” & start directing. Telling. Pointing. And people would nod. 
They’d do what I said.
And then… 
nothing more.
Little initiative. Minimal creativity. No ownership. Just enough effort to not get in trouble.

That’s what bossing gets you. Compliance. 
The bare minimum wrapped in a “yes boss.”

Coaching gets you something completely different:
Commitment.

Why? Neuroscience gives us a clue. When someone feels pushed or threatened, the amygdala fires up a stress response. Cortisol floods the system. The brain narrows focus to self-protection. Your employee isn’t thinking about innovation anymore. They’re thinking about survival.

I call this Rule #1 of emotional intelligence: when people feel pushed, they resist.

But when a manager shows up with curiosity instead of commands? 
When they ask and actually listen? 
That activates trust circuits. 
Oxytocin flows. 
The brain shifts from protect to connect.

And THAT is where motivation lives.
Not the external kind (do this or else). The intrinsic kind. 
The kind that makes someone think about your project on a Saturday morning because they actually care.

Six Seconds’ research shows intrinsic motivation has declined 7.7% globally since 2019. 
People are running on fumes. 
And bossing makes it worse.

Three tiny coaching moves for managers:
	1.	Replace “here’s what you should do” with “how’s it going?”

	2.	When they answer, don’t fix it. Get curious about it.

	3.	Ask: “what support would help you move forward?”

Zero porcupine energy required.
Less cortisol. More oxytocin. The 


What pushes you in bossing vs coaching? (honest answers only 😄)

The economy isn't crashing. But it's fragile. And the uncertainty runs deep.
What if the biggest source of that fragility isn't financial?

Our latest peer-reviewed research (published in Frontiers in Psychology, ranked in the top 5% of all research worldwide) tracked 28,000 people across 166 countries over six years. Global emotional intelligence has declined 5.79% since 2019. The skills dropping fastest? Motivation. Optimism. Purpose.

We call that: The Emotional Recession.

I think it's actually the *leading indicator* 
When people lose a sense of meaning and connection, when purpose fades and trust erodes... that changes behavior. Spending. Effort. Loyalty. Risk-taking. Everything shifts.

Common view: Financial results → Feelings
My take: Feelings ⮂ Finances

In biz & gov't, we track economic indicators obsessively. GDP. Unemployment. Consumer confidence. CX. Sales pipeline. Market share. EBITDA. But what about the emotional infrastructure underneath all of it?

Working with leaders around the world, I notice: People aren't just worried about money. 
➳ They're worried about mattering. 
➳ They're questioning whether their work means something. 
➳ Whether anyone sees them.

That feeling ripples outward. Into teams. Into cultures. Into economies. What this means for you as a leader: 
🔥 Your economic output is shaped by emotional input. Feelings drive results. People with higher EQ were over 10x more likely to report strong outcomes in effectiveness, relationships, quality of life, and wellbeing. 🔥

The emotional decline is a hard metric; it's a performance problem. A retention problem. A resilience problem. A results problem.

So where do we start?
1️⃣ Name it. 
You can't address what you won't acknowledge. The Emotional Recession is real and measurable. Start the conversation in your organization.

2️⃣ Invest in the DRIVE skills. 
Intrinsic motivation, optimism, sense of purpose. These competencies are dropping fastest, and they're learnable. This is where coaching and EQ development pay off most right now.

3️⃣ Build trust on purpose. 
Not with pizza parties. With honest dialogue, psychological safety, and leaders who actually listen to emotional data.

🔑 point:
We spend billions tracking financial indicators. Maybe it's time to get equally serious about emotional indicators as the bellweather.


Link to the full research paper in 1st comment 👇

taplio

The Battle

Jandeep Singh Sethi

Joshua Freedman

Followers

Posts

Engagements

Likes

Performance ScoreJandeep Singh Sethi's LinkedIn Performance

Performance ScoreJoshua Freedman's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Jandeep Singh Sethi

Joshua Freedman

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);}Jandeep Singh Sethi's LinkedIn Performance

Performance ScoreJoshua Freedman's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJandeep Singh Sethi's LinkedIn Performance