SVP and Head HR/2X TEDx Speaker/ Economic Times Young HR Leader/HR 100 under 40/Author/National President- Future of Work/#possibilitariangauri

I help organizations institutionalize HR and CSR functions to drive sustainable growth, strengthen governance, and build high-performing cultures.

With 17+ years of experience across diverse industries, I have led large-scale transformations in organizational culture, digital HR, D&I, leadership development, and talent management while balancing performance with compliance and care.

My foundation combines an engineering background with postgraduate qualifications in Human Resources and Psychology, enabling structured, people-centric leadership.

I serve on advisory panels, mentor emerging leaders, and contribute to leading HR publications. My work has been recognized through national and global HR thought leadership platforms.

Key Expertise:
HR Strategy | Organizational Culture | Leadership Development | Talent Management | Diversity & Inclusion | Change Management | Performance Culture | Digital HR | Stakeholder Alignment

 Passion with compassion is my mantra.
 Reach me at gauri_dwivedi@rediffmail.com

Gauri Das

A great performer but not interested in managing a team ?

Sometimes promoting the best performer is the fastest way to lose them.

Because the skills that make someone brilliant at their job aren’t always the skills needed to lead others doing it.

Here’s what we often overlook:

Leadership isn’t a ‘thank you’ gift.  It’s a separate career.

Some people thrive when they own the work, not when they delegate it.

Managing people requires patience, coaching, and empathy, not just expertise.

The wrong promotion can quietly drain a team’s energy.

You don’t just lose a leader, you lose your top player too.

A smarter approach is to create two clear growth paths.

one for deep expertise and one for leadership and let people choose before the decision is made for them.

Agree ? 

#possibilitariangauri #Leadership #HR

Head HR & CSR | Institutionalising People, Governance & Culture | Builder of Systems, Talent & Growth

The happiest country in the world doesn’t look euphoric. It looks grounded and that's the key. 

At a pre-New Year gathering hosted by the Finnish Consul General and his wife, the room brought together diplomats, business leaders, government officials, and professionals from very different fields. The diversity was impressive. 

What caught my attention was the tone.

No hierarchy in conversations.

No rush to impress.

No performative confidence.

In many high-achieving cultures, we equate energy with impact and urgency with importance. But here influence showed up as listening, trust, and quiet assurance.

When dignity, fairness, and trust are built into systems, people don’t need to prove their worth constantly. And that changes how leadership feels.

Thank you Erik af Hällström and Nina af Hällström for hosting an evening that quietly challenged how we generally think about happiness and leadership.

What would change in our workplaces if calm was treated as a sign of strength, not disengagement?

#possibilitariangauri

We are quick to connect on LinkedIn, slow to meet in real life.

Connection requests are sent.
Accepted.
And then quietly archived.

No conversation.No curiosity.

Sometimes, not even a response to a message after they initiated the connection.

But during a recent trip to Central India, I experienced something different with a few wonderful LinkedIn connections.

We met.

We spoke.

Conversations flowed. Perspectives widened. Some meetings sparked ideas, some opened doors to collaboration, and some simply led to better understanding. No pressure to convert. No transactional intent.


Every one of them was worth the time.

It was a reminder that networks grow through presence, not just profiles.

A connection means very little if it never moves beyond a screen. The real value lies in dialogue, shared time, and the willingness to meet halfway, literally and otherwise.

Thank you Akshat Shrivastava Kripaali Rathore V. Maya Singh 

How do you build real bonds with your LinkedIn connections?

#possibilitariangauri

The best barometer for culture- how people feel on Sunday night.

Most people don’t quit their jobs, they actually quit a messy environment.

If you want to build a team that actually wants to stay, you don't need a big budget. 

You need INTENT and some simple rules. 

1. The "No-Surprise" Rule

Annual review is not the the time for first time feedback.

If there’s a problem, talk about it within 24 hours.

If there’s a win, celebrate it within hours.


2. Protect Their Time

If a meeting can be an email, send the email.

If a meeting is necessary, keep it short.

Respect their time away. No texts after agreed time.

3. Clear Expectations is kindness 

Don’t ask people to "work hard." Tell them exactly what "done" looks like.

Clarity is the greatest gift a leader can give.

4. Public Praise, Private Correction

Call out great work in front of everyone.

Discuss mistakes behind closed doors.


5. Listen More, Talk Less

Ask your team: "What is one thing blocking your work this week?"

Then, ensure that block is removed. 

People stay where they feel seen, heard, and respected. It’s that simple.

Which one you think is missing the most ? 

#possibilitariangauri

The most valuable person on your team isn't the one making the most noise. 

It’s the one you never have to worry about.
Stop labelling your content people as  underachievers.

When someone excels at their job, stays drama-free, and says, "I’m happy exactly where I am," it unsettles people.  Because it breaks the "Hustle Culture" narrative:

The Myth: Ambition must be loud.

The Myth: Progress must be vertical.

The Myth: Value must look restless.

Content is not checked out.

Underachievers are disengaged. They avoid responsibility, do the bare minimum, and blame the system.

Content People are the backbone. They deliver. They are reliable. They have the rare clarity to know exactly what they want and what they don’t.

But many workplaces reward only aspiration. If you choose balance over acceleration, you are quietly penalized.


If you lead or influence others, here is how you protect your most reliable talent:

Challenge Your Assumptions: Silence 
is not  lack of ambition. Ask about their goals before you label them.

Separate Performance from Promotion: A "High Performer" rating shouldn't automatically trigger a "Promotion" conversation. They are two different metrics.

Offer Lateral Growth: Provide "Growth Choices" like new skills, projects instead of "Default Upward Paths Only" 

Stop the "Competence Penalty": Don’t overload high-performers with extra work just because "they can handle it." That’s a fast track to burnout.

Reward Reliability, Not Just Visibility: Make sure your "quiet winners" feel seen.

Strong cultures allow for more than one way to succeed. Agree?

#possibilitariangauri

I am a Wellness Evangelist. I have used my skills in life skills training to build this. My core areas of competence are Communication Skills and Mind Sciences, which include Emotional Intelligence and NLP

I have developed applications which enable me to use Emotional Intelligence and NLP in conjunction with other training interventions, with a focus on those vital to Wellness Training

I have also weaved communication skills into other programs, especially Wellness Programs to leverage the advantage of sound communication skills. 



Milind Kher

#AtmanIntelligence

To be at the vanguard of a paradigm shift can be deeply thrilling.

This is precisely what Atman Intelligence has provided me the opportunity for.

I am truly moved and honored by the distinction conferred on me through this certificate.

My sincere thanks to Hemant Lawanghare (HL), conceptualizer, originator, architect and supreme guide of Atman Intelligence and Founder Director of MasterMyLife (MML)

I shall not highlight to you the kind of competencies this has built in me. A minute's reading of the certificate will give you that.

Here I want to only state that I would like to enrich my coaching capabilities  by adding a component of Atman Intelligence.

Blending Indian wisdom with contemporary coaching practices is something I find very powerful. 

Feel free to DM me or ask in the comments if you wish me to know more. 

And your blessings will mean a lot to me for putting all this to work to benefit as many as possible.

CEO at HQ, Emotional Intelligence Specialist, NLP Practitioner, Life Coach

We are always selling something. 

In other words, we are perennial sellers. 

Ryan Holiday's take on this is fascinating. A must read for anybody that wants to build their own brand.

Adults create perennial sellers - and adults take responsibility for themselves. Children expect opportunities to be handed to them, maturity is understanding that you have to go out and make them. 

The competitive landscape is not for the entitled or half committed.

The ocean is redder than it has ever been.

A snapshot of America.

-More than 400 hours of content is uploaded to youtube every minute

-6,000+ apply to Y Combinator (An accelerator and VC that would merit a separate post) every year

-10,000 people get degrees in drama

-125,000+ graduate with MBAs each year

-300,000 books are published each year.

Nobody has the time to give you the star treatment. Nobody wants the hassle of cultivating a diamond in the rough. If you want to be successful, you'ld better be cut, polished, set and sized to fit.

What does that mean? At a very basic level, if you're not amazing at every level, you're replaceable. To publishers, studios, investors and customers alike.

Seth Godin explains that "being really good is merely the first step. In order to earn word of mouth, you need to make (your product) safe, fun and worthwhile to overcome the social hurdle to spread the word."

All this tells us. there's not free lunch. And no short cut to success.

What is your perspective? Would love to know. 

Visual Architect : The Enablers.

This time, the YML CMC session was an observed coaching session

Madhusudan Rao played coach
Praveen Ratnam played coachee
NoorJehan Arif played observer

It was a very insightful session and very well received

Some feedback/testimonials

Sushitha
 Thanks to Mr. Madhusudan,Mr. Praveen and Ms. Noorjehan for the demo coaching session yesterday.
Though I could join only for about 45 minutes due to personal commitments, the time I spent listening was insightful and meaningful. Thank you for generously sharing your experience and approach.
Appreciate the learning and the opportunity.


Priyanka
 I found the session quite engaging. The coach asked several insightful and relevant questions. While I agree with Noor that there was scope to explore the WHO a little more, something that newer coaches are often still working on and developing, overall, Madhusudan did a good job and demonstrated strong coaching presence. Thanks to Praveen for volunteering to be coachee and talking on an issue that may of us struggle with

Puja Agrawal
 Yesterday’s session Madhu’s presence, Active listening , tapping into challenges and why behind the goal , tapping on to different words coachee was focusing .. was outstanding .

As a third person when we see and hear conversation , and sit with pcc markers there can be different things that can come out as an improvement areas . Exploring who more , tapping into the external validation coaches was expressing , open ended question can be improved more .


But I believe in actual coaching when client does not feel judgemental , get an open to space to explore himself more and feel confident enough to move forward even one step , that is a successful session , and yesterday I felt Praveen walked out confident when his conversation with Madhu ended congratulations to both of you Madhusudan and Praveen.

Madhusudan Rao
I want to share my perspective about the session yesterday. I've noticed in my limited experience that if you leave the client to talk and ask a few small relevant questions, the client really opens up so well that eventually, the solution comes up to them. Maybe by having the comfort of having someone listen intently.

Every post in this series by Hemant Lawanghare (HL) and YML CMC is a gem !! Do read and comment !!

𝗠𝗠𝗟 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗚𝘂𝗶𝗱𝗲𝗹𝗶𝗻𝗲 #𝟮: 𝗘𝗺𝗯𝗼𝗱𝘆 𝗮 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗠𝗶𝗻𝗱𝘀𝗲𝘁
Coaching is not just a skill - it’s a way of being. To truly embody a coaching mindset, we must ground ourselves in openness, curiosity, mindfulness, flexibility, and professionalism. Every interaction becomes a reflection of who we are and the space we hold for our clients.
1️⃣ Pre-Session: Prepare with Intention
𝘞𝘩𝘢𝘵: Align your mind, emotions, and environment before every session.
𝘏𝘰𝘸: Take a few minutes to breathe, meditate, or reflect. Clear distractions and centre yourself so your full presence belongs to the client. Preparation is not about planning what to say - it’s about preparing how to be. Check your digital setup to ensure a professional coaching experience.
2️⃣ During the Session: Wear (only) the Coach’s Hat
𝘞𝘩𝘢𝘵: Step fully into your role as a coach - not a counsellor, mentor, or consultant.
𝘏𝘰𝘸: Wear your (invisible) coach hat and listen deeply (Shravan). Ask purposeful questions that serve the client’s growth and reflective questions that build directly on what the client has just said. Offer generous space for the client to think and feel by using intentional pauses and silence. Hold the foundational belief that every client is capable, resourceful, and responsible for their own choices. Maintain your own emotional balance.
3️⃣ Post-Session: Reflect and Refine
𝘞𝘩𝘢𝘵: Growth for a coach is continuous.
𝘏𝘰𝘸: Maintain coaching logs using the MML buddy coaching log format, and after each session take a few minutes to reflect on what flowed, what challenged you, and what you might do differently next time. Actively seek feedback from supervisors and clients to deepen self‑awareness and continuously enhance your coaching effectiveness.
🌱 𝗠𝗲𝘁𝗮𝗽𝗵𝗼𝗿: 𝗖𝗼𝗮𝗰𝗵 𝗮𝘀 𝗮 𝗚𝗮𝗿𝗱𝗲𝗻𝗲𝗿
A coach is like a gardener - tending to each plant with care, patience, and presence. They don’t force growth; they create the right environment for it. By wearing the coach's hat, they help each individual flourish in their own way.
💡 𝗥𝗲𝗮𝗹-𝗟𝗶𝗳𝗲 𝗜𝗹𝗹𝘂𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻𝘀
✅ 𝘋𝘰: A coach takes 10 minutes for body scan meditation before the session, listens deeply, and logs/journals afterward to identify key insights. This preparation, presence, and reflection foster continuous improvement.
 🚫 𝘋𝘰𝘯’𝘵: A coach rushes from a personal call into a session, distracted and reactive. Without reflection, learning is lost and the client experience suffers.

Looking forward to reflections, questions, and shared experiences from our YML CMC community and MasterMyLife (MML) Global Coach Certification Program (GCCP) alumni on how you are cultivating this mindset in your coaching journey.

#icf #mml #gccp #ymlcmc #coachingskills #compatencies #coachingpractice #coachingbusiness

4 is a number with enormous mystical significance in Ismaili faith.

When I look at the sheer spiritual depth of it all, I am simply overwhelmed.

Today I shall share with you the significance of the 4 Archangels and the 4 directions.

The four Archangels

God has delegated critical tasks to 4 Archangels. Their power manifests in the "Forces Of Nature" that we see around us

Mikail

Has dominance over 

-Nature
-Wind 
-Sustenance

Israfil

Will blow the trumpet on the Day of Judgement, attaches souls to bodies

Azrail 

Angel Of Death. Removes the soul from the body

Jibrail

Brings the Divine Message to prophets. 

To really put it very crisply, the dominions they have been granted are:

Mikail - Creation
Israfil - Life
Azrail - Death
Jibrail - Awakening

The Directions also carry a deep meaning

Shumal/Uttar - North

-Mystery
-Divine Judgement
-Knowledge

Junoob/Dakshin - South

-Power
-Fire 
-Transformation

Mashriq/Purab - East

-Origin
-Sunrise
-Awakening

Maghrib/Paschim - West

-Completion
-Sunset
-Introspection

So, if the world is a macrocosm, we are a microcosm. We too carry within us these attributes. 

We can evolve ourselves by focusing on each one of them. 

So, why is all this so powerful and high impact?

It awakens sheer awareness of the Divine Presence and Divine Might.

It shows us how small we are physically, and yet how phenomenally we can become powerful through striving and spiritual evolution.

Do let me know if this has stirred a chord. Will keenly look forward to your feedback.

Visual Architect : The Enablers

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