Dr. Tanvi Gautam

We’re in the middle of a revolution—fast, disruptive, and relentless. Our enterprises weren’t built for this; yesterday's transformations won’t cut it. Leaders need a deeper redesign—one that aligns talent to value and reshapes how we create it. This isn’t business as usual. It’s about bending the curve and leading by design. I shared my thoughts on this challenge a while back, and I think they are more applicable now than they were then. Take a look and let me know what resonates—or doesn’t. #Leadership #Transformation #ValueCreation CEO.works Chris Gagnon Hein J.M. Knaapen https://lnkd.in/ei4kMAnB

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/eaBwfM8Y #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/gVHVYKxY #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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Check out this insightful article from HBR discussing the importance of board director tenure in company performance. The article delves into 15 years of S&P data, exploring the balance between maintaining long-tenured independent directors for institutional knowledge versus regularly rotating directors to prevent entrenchment. Dive into the detailed analysis here: https://lnkd.in/gsubwSjT

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This speech is special for Hogan Alumni by Dr Tomas Chamorro-Premuzic on leadership and impact of AI during his stay for ATD APC conference in Taipei. Our senior consultant Susan Chen wrote down her recording and observation to share with more people missed this opportunity. Coaching is vital for leadership development, but the willingness to change—often referred to as "coachability"—is inherently tied to personality. As AI becomes adept at predicting human behavior, individuals must strive to remain less predictable. https://lnkd.in/gHWE6Epf

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https://lnkd.in/g__irs2Y The Impact of #AI on the fields of #HumanCapital and specifically #ExecutiveCoaching respectively. A note of thanks to Brian Fernandez of Biztech.asia for having us on the show yesterday. Have a listen if you have 25 minutes to learn. Its clear that platforms like Juicebox within the analytics space, Darwinbox within the HRMIS arena, Talent Pulse from Accendo Technologies that provides profiling and assessment of the talent pool, CoachingHub and BetterUp within the #executivecoaching space as well as Mevrik within the Customer Experience space to name a few are making significant changes to the way we think, behave and work. The critical areas of importance that impacts survivability for us as practioners within the HCM space with an AI overlay include - emotional intelligence - the ability to reinvent oneself - predictive analytical skills - the consistent need to relearn - the overarching desire to be relevant The writing is already on the wall for Executive Coaching vis the impact of AI on it - democratising is already taking place, coaching is now becoming a "commodity" - the need for technical agility of coaches - able to adapt rapidly to changing demands - ability to personalise at scale So what next... o Change is already here, whether you like it or not o There needs to be a childlike inquisitiveness to want to learn and tinker with this change o Focusing on the "pixel" will by no means allow you to zoom out to view the whole picture o Create relevance to remain in demand and of value. #disruptivechange #humancapitalmanagement #disruption #disruptivethinking #icf #coaching #executivecoaching #bettermanagers #accountability #standardsofexcellence #schoolofmanagementbyexperience #cmi #cmimalaysia #tsb #qsa Quantum Steppe Advisory #leaders #managers #disruptiveinnovation #disruptivetechnologies

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✨ Authenticity in Leadership: Balancing Vulnerability with Regulation ✨ In a recent #executivecoaching session, I had a profound discussion with a leader navigating a challenging situation. Following harsh criticism from a client, she found herself in tears, expressing raw emotion in front of her team. Later, some colleagues advised her against "showing vulnerability so publicly," suggesting it might undermine her authority. This left us grappling with a question many leaders face: 💡 How do you stay #authentic while also regulating your emotions in a way that inspires #trust and #respect? 🧠 Authenticity doesn’t mean sharing every feeling in the moment it arises. It’s about being true to yourself while recognizing the impact your emotions have on others. 💪 #Selfregulation is a critical skill for leaders—it’s not about suppressing emotions or denying our fragility, but choosing how and when to express them in a constructive way. In our discussion, we reframed her tears as a signal of her #humanity and #commitment, not a weakness. But we also explored tools for managing emotional responses in high-pressure moments so she could maintain her presence and leadership. 🌟 The takeaway? Authenticity and self-regulation aren’t opposites—they're partners. Together, they allow leaders to show their humanity while staying grounded and effective. 📣 Have you ever struggled to balance authenticity with self-regulation? I'd love to hear your thoughts! #Leadership #Authenticity #Womeninleadership #EmotionalIntelligence #SelfRegulation #ExecutiveCoaching #VulnerabilityInLeadership #LeadershipDevelopment #EmpathyInLeadership

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Recently, I engaged in a dynamic dialogue with the leadership team of a manufacturing MNC eager to elevate their leaders' effectiveness. Facing their challenges head-on, I proposed strategies to address them systematically and sustainably, drawing from my expertise in the 5 practices: Inspire a Shared Vision: Picture this—by crafting and communicating a vision that electrifies passion and purpose, leaders can propel their teams forward with unstoppable momentum! Together, we explored avenues to ignite this collective fire, aligning diverse talents towards shared goals. Enable Others to Act: Empowerment is the name of the game! I championed the idea of creating an environment where every team member feels valued and empowered to make a real impact. Through trust-building, inclusivity, and smart delegation, leaders can unleash the full potential of their teams, fostering a culture of innovation and excellence. Gauzing from their feedback and enthusiasm, it's clear that by embracing these principles—inspiring a shared vision and enabling others to act—leaders can steer their organizations towards unprecedented success. With passion, purpose, and empowerment as guiding lights, the journey ahead promises boundless opportunities for growth and achievement. Here's to a future where leadership isn't just about directing, but about inspiring, empowering, and ultimately, transforming! Comment "Cheers" if you resonate #xceediblesandhya #xceedibles #leadership #leadershipdevelopment

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Ready to elevate your interpersonal skills? In this insightful video, Mindfulness & Leadership expert Manish Behl - Mindfulness Coach - PCC ICF dives into Dale Carnegie’s - How to Win Friends and Influence People. He highlights four key takeaways that offer practical wisdom for enhancing your relationships and influence. Discover how this timeless book offers transformative strategies for building meaningful relationships. What’s one communication challenge you’re facing that these strategies could help with? Share your thoughts in the comments below. 👋 Hi, I am Manish Behl 💚 I teach Mindfulness practices to build and improve leadership skills, team collaboration and connections, creating a values based compassionate, thriving organisation. 🧠 Use science, Emotional Intelligence and mindfulness-based approaches for workshops, coaching and trainings. Reach out with a DM and let’s chat. #bookreview #communicationskills #relationships #personalgrowth #personaldevelopment #growthmindset #mindset #mentalstrength #mindfulness #leadership #mindfulnessmatters #leadershipcoach #mindfulnessteacher #manishbehl #mindfulsciencecentre

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While the drive for excellence is great, perfectionism can paralyze us. In this episode, I explore the concept and discuss potential solutions, all under 3 minutes. Please listen, share and comment. #leadership #perfectionism #changemanagement #development #managers #leaders

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Again quality issue... lack of ERM? HR managment risks or the duty of BOD? EY’s new boss leaves strategic questions unresolved Based on the article, here are the key points by AI about EY's risks, scandals, and weaknesses: Project Everest collapse: EY's plan to split the firm into separate audit and consulting businesses failed last year, creating uncertainty about the firm's strategic direction. Lack of clear strategy: The new CEO Janet Truncale's "All in" strategy has been criticized for lacking detail and concrete plans, leaving partners and staff confused about the firm's future direction. Conflict of interest issues: EY's consulting arm is at a disadvantage compared to rivals because it cannot work with many large tech companies that EY audits, due to conflict of interest rules. Partner retention risk: There are concerns about high-performing partners wanting to leave the firm due to the lack of clear direction and the collapse of Project Everest, which had promised potential financial windfalls. Leadership transition challenges: The firm is undergoing leadership changes in key positions, including the US managing partner and UK leadership, which could impact decision-making and strategy implementation. Slow pace of strategy development: The process of developing detailed plans for individual countries and business lines is reportedly still at an early stage, frustrating some senior executives. Ambiguity around future restructuring: While the new CEO has ruled out immediately reviving Project Everest, she has not completely dismissed the possibility of future restructuring, creating uncertainty. Operational overhaul: EY is in the midst of aligning its structure around sectors, which could shift internal power dynamics and create additional challenges during the transition. These issues highlight EY's current weaknesses in strategic clarity, partner retention, and navigating the complex regulatory landscape that impacts its business model. So, do we need a ERM Director to fix it? #dannyharemark

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#CompanyCulture   very relatable and an interesting read on a challenge many organisations know - how to maintin an organisational culture and employee engagement during times of transition and growth?   Especially during these times, it is important to align employee motivation with organisational success while preserving the company's founding principles.   Kate Barton, chief growth officer at The Honest Company introduced practices like monthly "in the know" meetings to foster team bonding and recognition of achievements. She highlighted the significance of grassroots approaches and team dynamics in shaping company culture.   Communicators should prioritise authenticity in their communications to build a positive employee culture, providing context and transparency in their messaging. Leaders need to lead by example, maintaining authenticity and providing support to navigate those organisational changes. For me the key drivers too often gone wrong – especially in terms of communication. What would you add?   #Transition #Growth #Change #DiVerseConsulting Like my content & want to learn more? 🔔 ring the bell on my profile 🌐Karen Miller & follow #DiVerseConsulting for future posts https://lnkd.in/eDFM9zEt

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It was a special experience attending Extraordinary Women on Boards (EWOB)'s first conference. In addition to the great connections and the most fabulous swag bag ever, it was rich with insights and reflections relevant to board members. Here are some of the key takeaways that most resonated with me: ★ LEADERSHIP LESSONS FROM EXTREME ENVIRONMENTS Alison Levine shared powerful insights from her experiences climbing Mount Everest, focusing on resilience, teamwork, and the value of balancing individual and collective egos. Her stories of navigating the “death zone” and turning back before reaching the summit on her first attempt illustrated the importance of adaptability, making hard decisions under pressure, and viewing backtracking as a necessary part of progress. ★ STRENGTHENING AUDIT COMMITTEES FOR EVOLVING RISKS In the session on audit committees, Tracey-Lee Brown CA(SA) (CPA) and Catie Hall led discussions centered around managing top risks like AI, cybersecurity, and market disruptions. Emphasis was placed on having the right skill sets within the committee, using effective follow-up mechanisms to ensure accountability, and considering the addition of separate risk committees to better address complex and rapidly changing issues. ★ THE IMPORTANCE OF DIVERSE AND STRONG BOARD DYNAMICS Doug Braunstein emphasized that a high-performing board doesn’t just manage risks but fosters talent through feedback, succession planning, and active mentoring. His call to balance AI, capital allocation, and talent strategies is a critical message for boards facing rapid change​. ★ NAVIGATING CYBERSECURITY RISKS We did a cyber risk exercise led by Raymond Umerley and Lizzie Cookson that underscored the need for proactive preparation and clear communication protocols. From engaging law enforcement to ethical considerations around ransom payments, the discussions highlighted the urgency of having a robust playbook for incident response​. ★ THE TRANSFORMATIVE ROLE OF AI Ian Beacraft illustrated how AI is reshaping work, from streamlining administrative tasks to empowering "creative generalists." For boards, understanding AI’s evolving impact on workforce needs and efficiency is increasingly vital​. #EWOBConnect2024 #womenonboards #boardofdirectors #boardleadership #leadership #networking #relationshipeconomy

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A 6-Month Career Search Can Spark Doubt in the Most Successful Corporate Executive. Even the most accomplished executives may find themselves questioning their skills and future prospects. According to INSEAD Knowledge, the expert on management insights, a typical career search for a 25-year corporate veteran averages 6 to 12 months. Don’t let doubt hold you back—embrace this new chapter with confidence! The time is now to discover an “Atypical” career search. With my support and resources and your extensive corporate experience, we can pave the way to a fulfilling new opportunity and find clarity in your path—all at no cost. Reach out to me today and schedule a call: https://lnkd.in/gm4GeUFK #CareerTransition #ExecutiveConsulting #CareerOwnershipCoach #SuccessAfterCorporate #CareerCoach #YourCareerRevolution

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“It all feels so artificial!” That’s what a mentee of mine, overwhelmed by the pressure to make connections for referrals, had to say about his struggles at networking events. So, how do you build genuine connections in a sea of suits and resumes? 🌊 His words reminded me of my own experience at INSEAD - some 8 years back. The back-to-back info sessions, networking events, and pressure to impress recruiters can be exhausting. But then, a realization changed my career: the best connections are built on shared interests and values. 💡 No matter how cliche it sounds, it is the truth. At a consulting firm’s event, I joined a small group discussion.  I met a partner who shared my passion for technology and business transformation that led to an engaging talk about using tech to change business models and meet customer needs. Now, at the time, it felt like a normal conversation. But, it led to a mentorship and a strong advocate within the firm who supported my application. Remember, every person connects through familiarity and common interests. Finding a common point is key. As you start your consulting journey, seek out events and experiences that align with your values. 📊✨ Have you had any such experience? Share in the comments below 👇 Follow for more insights on everything #consulting. #networking #managementconsulting

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𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐚𝐧 𝐇𝐑 𝐃𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐕𝐔𝐂𝐀 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 🌟 In a rapidly changing business environment, effective HR transformation requires embracing VUCA—Volatility, Uncertainty, Complexity, and Ambiguity. 𝐂𝐡𝐞𝐜𝐤 𝐨𝐮𝐭 𝐦𝐨𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐕𝐔𝐂𝐀 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 🔗 - https://lnkd.in/dvughNM7 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐇𝐑 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐟𝐮𝐞𝐥𝐞𝐝 𝐛𝐲:  𝐕𝐢𝐬𝐢𝐨𝐧𝐚𝐫𝐲 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠 💡 Maintaining a clear vision of goals provides direction and inspiration, ensuring alignment and motivation within the team. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐔𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 ✨ Embracing uncertainty as an opportunity for innovation and growth fosters a culture where experimentation is encouraged. 𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 🌐 Tackling complexity by breaking down intricate problems into manageable tasks and leveraging technology and collaboration simplifies processes. 𝐀𝐦𝐛𝐢𝐠𝐮𝐢𝐭𝐲 𝐀𝐝𝐚𝐩𝐭𝐚𝐭𝐢𝐨𝐧🛡 Cultivating an adaptable mindset allows for seamless strategy adjustments, ensuring flexibility and openness to new ideas. 𝐄𝐦𝐩𝐚𝐭𝐡𝐲 𝐚𝐧𝐝 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 🙌 Actively listening to team concerns and feedback creates a supportive environment where everyone feels heard and valued. This approach transforms an HR department into a dynamic, inclusive, and efficient entity.  𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐨𝐧 𝐕𝐔𝐂𝐀 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩, 𝐫𝐞𝐚𝐝 𝐭𝐡𝐞 𝐫𝐞𝐜𝐨𝐦𝐦𝐞𝐧𝐝𝐞𝐝 𝐛𝐨𝐨𝐤 🔗 - https://amzn.to/3WrX0zU  𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐟𝐮𝐫𝐭𝐡𝐞𝐫: 𝐁𝐞𝐬𝐭 𝐕𝐔𝐂𝐀 𝐐𝐮𝐨𝐭𝐞𝐬 𝐟𝐨𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 🔗 - https://lnkd.in/dvughNM7 Embracing visionary thinking, understanding uncertainty, managing complexity, and adapting to ambiguity are key to successful HR transformation. 🌟 Surbhi Bansal Garima Pahuja Mahak K Mansi Bathla Shruti Pandey

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What makes leader's great? As per this HBR- Study what we need from leaders is changing with time. Effective leaders transition from merely setting directions to co-creating a compelling future with their teams. Worth watching the video below: In LEC we know that we need to let go of Formal Authority to get people's commitment. Instead we need to use "Powerless Leadership". In LEC we learn and practice the concepts and tools to create organisations where we can get "Powerful Results" because people are doing things because they want to not because they have to. If you are interested see www.lec.fyi Here watch the Video: https://lnkd.in/gv-xCghf #leadership

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