Institute Of Marketing and Management

Executive President

JJF education

Jjf Education Private Limited (JJFEPL) is a Company incorporated in India. Its registered office is in South West Delhi, Delhi, India. 

JJFEPL intends to collaborate with Indian and Foreign individuals, companies, corporations, or any such other organizations for receiving technical know-how, patenting rights, or any such activity that will further the cause of its main objective to educate, enable, and empower individuals across the globe.

JJFEPL helps in creating employment, generating funds for providing scholarships to deserving individuals/students, and for the betterment and welfare of society at large. In a nutshell, JJFEPL serves as a central hub for fulfilling various educational needs and requirements and in making a literate nation in the years to come.

Director

JJ Foundation

Empowering with a Vision | Education 4.0 Enabler | Building Ed-Tech Global Leaders | Offline/Online Education Genius | Management Guru | Education Innovation | Transforming Education | Loving my Edupreneurial Journey

I am a management aficionado with over 25 years of expertise in Education,Research,Strategy,Communication and Project Management.
Thinking outside the box comes naturally to me as I truly believe ‘Ordinary is Insipid’.
Building Global Intellectual Capital is what I strive to achieve.
Further,I believe Authentic Philanthropy is the need of the hour and I wish to spread the JJ Foundation tenet to Educate-Enable-Empower!

Prof.Gaganjit Singh

What Skill Is Most Demanding in Today’s Job Market?

📌AI is taking all the jobs! —you’ve probably heard this phrase a dozen times this year. But here’s the twist: the most valuable skill today isn’t coding, AI prompt engineering, or even data analytics. It’s something far rarer— Adaptability Intelligence (AQ), the ability to learn, unlearn, and re-learn fast.  

In an age where job titles are evolving faster than social media trends, AQ has quietly become the secret weapon of top professionals. 

-Think about it: the marketing whiz who pivoted to digital strategy, the teacher who became a learning designer, the coder who now writes AI ethics guidelines. They all mastered how to adapt.  

Most people focus on “hard skills” like Python or project management, but companies now prize candidates who can navigate uncertainty with creativity and speed. 

📌According to a 2025 LinkedIn Future of Work report, over 70% of employers value adaptability above technical expertise when hiring. That’s because the half-life of skills has shrunk to just five years—or less in tech-driven sectors.  

So, how can you build your AQ? 
-Start with “The Adaptability Advantage” by Heather McGowan—a brilliant book that explains how to evolve your mind for the future of work. You can also explore free resources like Coursera’s “Learning How to Learn” course, or Harvard’s online “Resilient Thinking” module to boost your flexibility muscle.  

Next time you update your resume, don’t just list tools or certifications—show how quickly you’ve transformed, solved a fresh challenge, or thrived in a new role. That’s the kind of skill today’s world can’t automate. 

📌Save this post if you want to future-proof your career—or share it with someone who still thinks “sticking to one skill” is the safest path.  

#skills #career #growth #job #motivation #tips

Curator of global experiential learning | Driving innovation in education | Transforming traditional education into global experiences | Developing AI-driven centers of excellence.

What if every job ad told you exactly what you’d earn? Salary transparency is fast becoming the career game-changer India 🇮🇳 didn’t know it needed. Discover how this shift empowers graduates to demand fairness—and finally get paid what they deserve.💯📌

#job #career #india #growth #innovation

Salary Secrets unlocked 💯

Before starting your MBA, know what drives you. The program demands commitment, leadership, and clear objectives. 🙌Identify your strengths, explore top schools, and align your goals with the business world’s evolving needs for lasting success. 💯

#growth #learning #education #career #job #mba

Third Generation Edu-preneur | Founder of Kladio | Director at JJF Education Pvt Ltd | Head Strategy and Innovation at IMM Business School |

An MBA isn’t just a degree—it’s an investment in mindset, network, and career vision. 💯Before applying, understand your goals, finances, and how real-world experience shapes classroom learning. Smart preparation leads to meaningful results. 📌

#education #career #growth #learning #tips

You should know this before doing MBA 👍

Landing your first job? Avoid these 7 common interview mistakes freshers often make in India—from weak greetings to missed follow-ups. Small tweaks can transform your confidence and impact! 💼✨  

#career #education #growth #learning #job

Top 7 mistakes 🚨people make on their first job interview 👩‍💼

- Underestimating the Power of a Proper Greeting  
Many first-timers in India overlook the impact of a warm greeting—often skipping introductions and missing the chance to set a positive tone. A friendly start, like a confident “Hello” or handshake, can ease nerves and build rapport instantly.

- Giving Answers You Think the Panel Wants  
Due to a ‘yes’ culture, freshers here often try to please by agreeing with everything the interviewer says, instead of voicing genuine opinions. This can make you seem insincere or lacking in real perspective, which is a global red flag.

-Not Paying Attention to Body Language  
It’s common to focus solely on what to say, ignoring how you sit, move, or make eye contact. Non-verbal cues matter greatly in India, and even more so in digital interviews, where small gestures can amplify nerves or confidence.

-Forgetting to Personalize Your Resume  
Many job seekers reuse the same resume for every company. Recruiters notice when you haven’t tailored your application to the job or company—they might see it as a lack of real interest or effort.

-Not Having Questions for the Interviewer  
Some worry that asking questions may seem too bold, but it actually reflects your interest and preparation. Don’t just sit back—ask insightful questions about your role or growth in the company to create a stronger impression.

-Leaving Out Post-Interview Etiquette  
Sending a short thank-you note after your interview is rare in India, but it leaves a long-lasting effect. It’s a small gesture that can show respect and distinguish you from countless other freshers.

-Focusing Only on Technical Answers  
Indian interviews sometimes overemphasize technical rounds, leading candidates to forget the importance of showcasing personality and teamwork skills. In countries with more conversational interview styles, being personable matters as much as being technically sound.

Save this post for your next interview prep, and share it with friends who could use a boost!


#education #career #job #interview #mba #growth

Stellar Search

Principal

Senior Consultant

In the last one year, have been involved in end to end search management process. Prime focus has been on working with SME's who are planning to take the plunge to the next level. Sector wise focus has been on Medical Devices, Chemicals, Education, FMCG, Pharmaceuticals, Bio-pharma etc. 

Stellar is a global leadership advisory firm, with a strong geographical footprint across emerging markets in Asia and Africa. Subject matter experts in the area of Healthcare and Life sciences, Chemicals & Material Sciences, FMCG, Retail & Real Estate, Media, Education, Oil & Gas, Energy, EPC And High Technology manufacturing led industries we have partnered with our clients to build “global leadership teams with passion”. We are a preferred Executive Search partner for our clients across the Indian Subcontinent, South East Asia, China, Middle East & Africa.

Consultant

Worked as an Research Associate/Executive Assistant for the Chairperson's office. I worked closely with the Chairperson, Global Key Accounts Head and the CEO for Africa at Stellar and assist them in all business development activities.  

Stellar is a global leadership advisory firm, with a strong geographical footprint across emerging markets in Asia and Africa. Subject matter experts in the area of Healthcare and Life sciences, Chemicals & Material Sciences, FMCG, Retail & Real Estate, Media, Education, Oil & Gas, Energy, EPC And High Technology manufacturing led industries we have partnered with our clients to build “global leadership teams with passion”. We are a preferred Executive Search partner for our clients across the Indian Subcontinent, South East Asia, China, Middle East & Africa.

Associate - Chairperson's Office

HCL Healthcare India

Sales and Marketing Intern

Bennett Coleman and Co. Ltd. (Times Group)

Intern

Experienced executive search consultant with a demonstrated history of working in the management consulting industry. Specialize in hiring senior leadership talent for mid to large size Indian organisations as well as MNC's across India, South East Asia and Africa.

Amol Shah Singh

In senior hiring, one indicator is emerging as a stronger predictor of resilience; the depth of the second line a leader leaves behind.

Across recent mandates, I’ve seen boards look far more closely at a leader’s ability to develop talent and create continuity. The questions are becoming sharper:

-> Who grew under this leader?
-> Can the function hold steady in their absence?
-> Has the leader built a bench that is ready for larger roles?

This shift reflects a clear understanding that long-term strength comes not only from one CXO, but from the capability they build around them. Building future leaders, strengthening decision-making capacity, and reducing single-point dependency are now equally important.

A strong second line keeps execution consistent, supports faster transitions, and gives organisations stability during moments of change.

This is why team-building track record is becoming a defining filter in CXO hiring. Boards want leaders who create systems that remain strong long after them.

It brings forward a simple question: what, in your view, defines a strong second line today?

#SecondLineStrength #BoardroomPriorities #OrganisationalResilience #PeopleLeadership #PeoplePassionPurpose #StellarSearch Stellar Search LimeLitt

Principal at Stellar Search | Global Executive Search | Leadership Advisory

Studies across succession and leadership transitions suggest that many family businesses don’t survive beyond the second generation, and the pressure shows up most sharply during leadership handover.

This pattern is surprisingly consistent. 

The most difficult transitions seem to the ones where roles, expectations, and voices are not aligned. This is why, I believe, the core of any successful leadership transition is clarity, accountability, and inclusivity.

Clarity shapes the starting point. It defines roles, decision rights, and the boundaries within which the new leader operates. When this is missing, teams rely on assumptions, priorities shift, and execution slows.

Accountability keeps the transition steady. When expectations are not aligned across the promoter, the existing leadership, and the incoming CXO, decisions lose rhythm and responsibilities blur quickly.

Inclusivity builds acceptance. It gives people across levels a sense of involvement rather than distance. Especially in promoter-led organisations, where history and relationships run deep, this becomes even more important.

So, the transitions that work are the ones where the organisation prepares the ground with intention, and that preparation often matter as much as the capabilities of the leader who steps in.

#FamilyBusinessLeadership #CXOHiring #PeopleAndCulture #NextGenLeadership #LeadershipTransition #PeoplePassionPurpose #StellarSearch Stellar Search LimeLitt

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Amol Shah Singh

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The Battle

Prof.Gaganjit Singh

Amol Shah Singh

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Posts

Engagements

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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);}Prof.Gaganjit Singh's LinkedIn Performance

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