• Spearheaded the Enterprise Performance Management (EPM) strategy across seven products, enhancing integration for a seamless user experience.  

• Conducted five in-depth competitor analyses, identifying product and pricing gaps to refine the product roadmap.  

• Engaged with over ten high-impact customers, accelerating the development of critical features and influencing strategic deal closures.  

• Enhanced user experience by eliminating 10+ friction points, achieving a user satisfaction rating of 4.6/5.

Group Product Manager - S/4HANA Group Reporting Financial Consolidation

•	Conducted market analysis and collaborated with sales & marketing for early user adoption.

•	Executed lifecycle for three group reporting product components, increasing customer experience and closing feature gaps by 40%.

•	Presented new product features to 30+ customers, highlighting potential and gathering critical feedback before launch.


•	Led AI technology brainstorming and implemented proofs-of-concept, promoting the AI mindset within the team.

•	Collaborated with engineering and design teams to deliver user-centric solutions, resulting in a 50% increase in user engagement.

•	Examined metrics and root cause analysis to drive continuous improvement, eliminated 30% of support tickets & increased NPS.

•	Guided and facilitated 20+ customers during acceptance testing, leading to streamlined processes and enhanced product adoption.

•	Cultivated a culture of ownership and autonomy, enhancing team productivity, bonding, and continuous growth by 50%.

•	Facilitated vendor-led onboarding of external consultants, increasing productivity by 40%.

Product Manager - S/4HANA Group Reporting Financial Consolidation

•	Partnered with senior VPs to optimize the contract exceptions process, ensuring data integrity and achieving 20% faster cycle time.

•	Act as a trusted advisor to C-level executives, leading programs like cost optimisation and Hyperscaler strategy.

•	Led four projects with seamless communication and stakeholder collaboration, achieving 100% on-time delivery.

•	Slashed approvers by 46% through solution consolidation, resulting in faster approvals and heightened productivity. 

•	Analysed data with teams to assess risks of migrating solutions to different data centres, achieving a 30% risk reduction.

•	Managed four projects, ensuring seamless communication and stakeholder collaboration as the primary contact.

•	Created and presented data-driven executive reports, enhancing decision-making processes and stakeholder satisfaction by 25%.

Program Manager - Strategic Programs 

•	Led cross-functional workshops on new SAAS cloud product features, resulting in a 25% increase in customer usability.

•	Motivated talent and fostered innovation, resulting in a 30% productivity increase and successful delivery of product features.

•	Introduced technology-driven automated testing framework, boosted team performance by 30% and reduced bugs by 20%.

•	Chaired 5+ cross-functional teams to deliver ERP solutions, achieving a 20% reduction in project completion time.

Project Manager - S/4HANA Group Reporting Financial Consolidation

•	Developed early knowledge transfer materials for customers and improved feature adoption and user satisfaction by 24%.

•	Implemented Agile principles, slashing Cycle time by 20% and amplifying team throughput.

•	Implemented stories and integrated the product with the SAP Analytical Cloud, improving the data transfer speed.

•	Demonstrated strategic thinking to balance customer needs with SAP priorities, cutting incident response time by 20%.

•	Coached and mentored the team to gain ownership and autonomy, which reduced delivery time by 50%.

Development Expert/Scrum Master - S/4HANA Group Reporting Financial Consolidation

I worked as a single point of contact for various topics like integration, public APIs, currency translation, etc. 

Prsented my product group reporting in various customer workshops to enhance the product to exceed customer expectations.

Senior Developer - S/4HANA Group Reporting Financial Consolidation

SophisTex GmbH

Have worked on various projects on PLM Recipe Management. Embedded Search, TREX etc.

Solution Architect

EXA AG

As a delivery lead, participated in requirement gathering, designing, and successfully delivering the objects.

A customer recommends me on LinkedIn to provide an excellent solution to their problem and avoid escalation.

Designed and implemented the enterprise search TREX solution to ease its complicated architecture.

Trained the customers at various locations on the new product and its features.

Technology Analyst

Capgemini

I was working as FS-PM(Policy Management) consultant. I was handling the team of 4 and mainly involved in the design and implementation of new change requests.

Senior Consultant

Defiance Technologies Limited

Taken several initiatives to learn new technologies like CRM and Adobe forms and developed several objects.

Appreciated by the senior management for developing maximum objects in minimum time with good quality in the time crunch project.

Did a certification on SAP Netweaver gateway to make my organization a certified partner of gateway technology of SAP.

Lead SAP Consultant

Partner Consultant at SAP Labs

Worked for one of the biggest customers of SAP and was involved in various design and development objects.

Senior SAP Developer

IBM India Pvt Ltd

Worked with various functional consultants like SD, MM, and FICO and quickly resolved their requirements.

Trained the fresher of the company on ABAP language. 

Worked as a single contact between offshore and onshore teams.

Associate SAP Consultant

HCL Technologies

Worked on learning new technologies and tools like Java, ABAP, and Cramer and supported the team for the smooth execution of the day.

Taken several certifications like SCJP(Java), ABAP consultant, ITIL, etc.

Empowering people to know more, do more, and be more | Life-long learner | Product/Program Manager

Working hard but feeling stuck in your career?
Want to step into leadership but don’t know how?
Already a leader but struggling to get recognized & promoted?

You’re not alone. Many talented tech professionals work hard yet struggle with leadership execution, visibility, and influence.

I know because I’ve been there.

With 17+ years in product and program management, I’ve led global teams, worked with CXOs, and driven strategic initiatives. But despite my success, I once struggled to position myself for higher leadership roles.

I learned that leadership isn’t just about hard work—it’s about:

√ Executive presence to command respect
√ Strategic positioning for leadership growth
√ Impactful communication to influence decisions
√ High-performance team management to drive results

Once I mastered these, my career transformed.

Now, I help ambitious tech professionals like YOU do the same.

Through my Future-Proof Leadership Journey, I help leaders:

➟ Transition from IC to leadership roles 
➟ Support senior leaders to build executive presence 
➟ Get recognized, promoted, and accelerate career growth

But my journey didn’t stop there. As a Product Development Leader, I continue to take on challenges, push beyond my comfort zone, and lead with purpose.

In my career, I’ve:
●  Collaborated with CXOs to shape strategy & drive business growth
● Led multi-million-dollar programs aligning execution with business goals
● Led cross-functional teams to deliver complex product solutions that impact business growth
●  Transformed reporting processes, reducing errors by 28% and improving efficiency
●  Mentored leaders & teams to build a culture of growth & excellence

I believe leadership is about inspiring teams, driving change, and creating impact. Now, I’m passionate about helping others break through career ceilings, just as I did.

Let’s connect!

➀ Want to accelerate your leadership career? DM me ‘Leadership’ or email me at bhasinharit948@gmail.com.
➁ Looking for a product leader to drive business impact in your organization? DM me.

Competencies: Financial consolidation, Product & Program Management, Cross-Functional Team, Agile Leadership, Strategic Planning, Strategic Communication, Coaching & Mentoring

If they can trigger you, they can control you.
Master yourself or stay at their mercy.

They poke. You exploded. They won.

Not because they’re right, 
But because they know how to pull your strings.

That’s not leadership. That’s remote control.

Every time you react without thinking,
You hand over your power.

But the strongest leaders?
✅ They don’t flinch.
✅ They watch.
✅ They process.
✅ They respond when it matters.

🛠 How to stop giving away control:

1. Notice your trigger moment.
↳ The moment you feel the heat, pause.

2. Train your face to stay calm.
↳ It buys time and protects trust.

3. Say: “Let me get back to you.”
↳ It’s not delay. It’s strategic control.

4. Ask: “Will this matter in 3 days?”
↳ Most things won’t. Let them pass.

5. Build an emotional firewall.
↳ Not everything deserves your reaction.

6. Pause before you speak.
↳ Even 3 seconds of silence gives you clarity.

7. Name the emotion.
↳ Label it: anger, fear, shame. Naming weakens its grip.

Leadership isn’t about reacting fast.
It’s choosing when and how to respond.

What’s one thing that helps you stay calm?
Let me know in the comments. 👇 

Repost this to help someone reclaim their power.

Follow Harit Bhasin for more leadership & career insights.

Harit Bhasin

Leadership & Career Coach • Product Development Leader • Helping tech leaders get promoted with influence & presence • Follow for leadership & career growth tips

Weak candidates just answer.
Strong candidates ask the right questions.

Most people walk into interviews like it’s an exam.
They prepare answers, not questions.

But the smartest candidates know:
Your questions show your mindset more than your answers ever will.

Here are 9 questions that make you stand out instantly:

1. “What does success in this role look like at 90 days?”
➛ Shows you’re outcome-focused from day one.
✅ Weak candidates ask about perks. You ask about performance.

2. “What’s the biggest challenge your team is solving right now?”
➛ Signals you think like a problem-solver.
✅ You’re not here to coast, you’re here to fix.

3. “How does this role contribute to company goals?”
➛ Shows you want impact, not busywork.
✅ Leaders hire for alignment, not task robots.

4. “What’s the most successful person in this role doing differently?”
➛ Shows you’re benchmarking against excellence.
✅ Average hires don’t ask this. Top hires do.

5. “If I joined, what’s one problem I could solve immediately?”
➛ Signals you’re already thinking execution.
✅ You’re not asking *if* you fit, you’re showing *how*.

6. “How does the team celebrate wins?”
➛ Shows you care about recognition and culture fit.
✅ Signals you want to grow in a motivating environment.

7. “What skills matter most for long-term success here?”
➛ Reveals you’re thinking beyond the first year.
✅ Positions you as someone who builds a career, not just takes a job.

8. “How does this role partner with other functions?”
➛ Shows you think cross-functional, not siloed.
✅ That’s leadership thinking, not employee thinking.

9. “What’s one thing you’re excited about in this company’s future?”
➛ Signals you’re motivated by vision, not paycheck.
✅ People follow leaders who care about the big picture.

Your questions say more about you than your answers.
Use them to prove you’re already the candidate they need.

📩 Want to download a high-resolution image? Download & Subscribe to my newsletter here: https://lnkd.in/etMyJVQT

🔁 Repost to help someone stand out in their next interview.
🔔 Follow Harit Bhasin for more leadership & career insights.

If you think you’re smart in buying
You won’t be after this.

Every purchase you’ve made wasn’t purely logic.

It was guided 
☞ sometimes gently
☞ sometimes forcefully by psychology.

Here are 9 psychological effects of your decision every time.

Thanks to Tom Pestridge for the visuals.( Follow him)

1. The Framing Effect
↳ How you present information changes how people feel about it.

2. The Affordability Illusion
↳ Breaking a large price into smaller amounts makes it feel manageable.

3. The Rule of 3
↳ Given three choices, most people avoid the cheapest and pick the middle.

4. The IKEA Effect
↳ We value things more when we’ve had a hand in making them.

5. The Power of Free
↳ Adding “free” makes something instantly more attractive.

6. The Contrast Effect
↳ We judge value by comparison, not in isolation.

7. The Paradox of Choice
↳ Too many options lead to hesitation or no choice at all.

8. Anchoring Bias
↳ The first number you see shapes what you think is reasonable.

9. Endowment Effect
↳ We value things more once we feel ownership.

Marketing uses these every day.
The question is will you spot them before they work on you again?

💬 Which of these have you fallen for recently?
Let me know in the comments.

🔁 Share so more people know how buying really works.
Follow Harit Bhasin for more leadership & career insights.
Thanks to Tom for this wonderful collection.

Psycological Effect

The biggest mistake I see in coaching leaders
avoiding conflict that kills your credibility.

Most think they’re protecting relationships.
Or keeping the peace.

But every conflict you dodge chips away at trust.
And once trust is gone, influence follows.

You can’t lead in silence.
You have to face conflict head‑on
and use the right tool for the fight.

Here’s the conflict management toolbox every leader needs.

1. Thomas‑Kilmann Modes
→ Pick the right fight for the right moment.
✅ Learn all 5 and choose based on stakes.

2. LEAP Method
→ Get them to actually hear you.
✅ Listen, empathize, agree, then partner on a solution.

3. Interest‑Based Negotiation
→ Stop arguing positions, start solving problems.
✅ Ask what they really need before you argue what you want.

4. DESC Script
→ Call out the issue without burning the bridge.
✅ Describe, express, specify, consequences.

5. SBI Feedback Model
→ Give feedback they can act on, not take personally.
✅ Situation, behavior, impact, nothing else.

6. Circle of Conflict
→ Solve the fight that’s really happening
✅ Identify if it’s values, relationships, data, structure, or interests.

7. Nonviolent Communication (NVC)
→ Speak so they don’t shut down.
✅ Start with observations, then share needs and requests.

Leaders don’t earn trust by avoiding conflict.
They earn it by handling conflict so well,
people walk away more loyal than before.

Want high resolution image for these tools? Download here. 
https://lnkd.in/eQQYU8JR

Any other tool you would recommend?
Let me know in the comments! 👇 

🔁 Share this with a leader who avoids conflict at all costs.

🔔 Follow Harit Bhasin for more leadership & career insights.

Most hiring isn't strategic.
It’s risk avoidance in disguise.

Let’s be honest, most hiring today is lazy.
Safe. Predictable. Recycled.

We reward the ones who’ve “done it before,”
Then act surprised when nothing new gets built.

You don’t disrupt by hiring memory.
You create it by hiring a possibility.

The “safe” hire will protect your past.
The bold one will build your next chapter.

What I now look for instead of just past roles:

1. Learning velocity
→ Are they upgrading faster than the role demands?

2. Initiative beyond scope
→ Leaders don’t wait for a title. They lead by doing.

3. Accountability in stories
→ Look for “I owned…” instead of “They didn’t…”

4. Great questions
→ Curiosity reveals depth and strategic thinking.

5. Emotional intelligence
→ Influence isn’t about force. It’s about awareness.

6. Obsession with improvement
→ “Good enough” isn’t in their vocabulary.

7. Passion for the role
→ Passion fuels resilience and long-term drive.

8. Can-do attitude
→ Optimism in action beats experience on autopilot.

If you want innovation, hire the ones who make you uncomfortable.
They’re not repeating history; they’re rewriting it.

🔁 Repost this if you want leaders to hire for capabilities & not for past history.
🔔 Follow Harit Bhasin for more leadership & career insights.

Stop talking. Start landing your message.
This is how you move from casual speaker → strategic communicator.

You can have the best ideas in the room.
But if you can’t make people hear, feel, and act on them:
They don’t exist.

Here’s how to speak so your words move decisions, not just fill airtime 👇

1. Start with the punchline.
❌ “We’ve been testing a few systems lately…”
✅ “The system’s now 25% faster—and here’s how.”
💡 People lean in when you start with impact.

2. Frame it in threes.
❌ “So many things are happening across teams…”
✅ “We’re tracking three things: progress, risks, and next moves.”
💡 Three buckets = instant clarity.

3. Use pause as power.
❌ “Uh, so yeah, this could save money, like maybe…”
✅ “This project could save $1M this year. (pause) But only if we act now.”
💡 Silence makes weight visible.

4. Lead with the decision.
❌ “After reviewing all vendors, exploring features, and testing samples…”
✅ “We’re choosing Vendor B. Here’s why they fit best.”
💡 Leaders talk in conclusions first, not suspense.

5. Drop the fluff.
❌ “I kind of think maybe we should wait?”
✅ “We should wait until Q2 before rollout.”
💡 Certainty builds trust faster than agreement.

6. Speak in tweet-size sentences.
❌ “The problem isn’t that the process is slow because of budget cuts…”
✅ “This isn’t a budget issue. It’s a visibility issue.”
💡 Short. Sticky. Repeatable.

7. Anchor in repeatable structure.
❌ “So basically, what happened was…”
✅ “Here’s what happened. Here’s what it means. Here’s what we do next.”
💡 Format beats flair every time.

8. Always end with action.
❌ “Let’s sync again next week.”
✅ “I’ll draft today. Maria reviews Friday. We decide Monday.”
💡 Action turns talk into momentum.

Communication isn’t a “soft skill.”
It’s your multiplier.

📩 Want to download a high-resolution image? Download & Subscribe to my newsletter here: https://lnkd.in/e2E5Htsi

Which of these 8 shifts will you start practising today?
💬 Drop your number below.

🔁 Share it to help someone lead with clarity.

Follow Harit Bhasin for more leadership & career insights.

The person you report to shapes your days.
Sometimes, they make you question your worth.

They smile in meetings.
But your body knows the truth.

You start doubting yourself.
Not because you’re underperforming
but because you’re being managed by fear.

If this feels familiar, here’s how to protect yourself and your power 👇

1. Plan your exit without guilt.
→ Staying isn’t strength if it’s draining you.
✅ Update your resume now.

2. Reconnect outside work.
→ Toxic jobs shrink your world.
✅ Text someone who reminds you of who you are.

3. Don’t vent in unsafe rooms.
→ Not every listener wants to help.
✅ Journal first. Speak second.

4. Detach your worth from their behavior.
→ Their leadership failure isn’t your fault.
✅ Say it: “This isn’t about me, it’s about them.”

5. Find one ally.
→ Isolation is their power.
✅ Compare notes. Share support. Protect each other.

6.Protect your health like it’s your job.
→ Because it is.
✅ Book one thing this week that’s just for you, no guilt.

7. Network intentionally.
→ Your way out might be one conversation away.
✅ Message someone outside your team today, just check in.

Toxic bosses don’t just ruin days.
They rewrite your self-belief.

Don’t let them.

💬 Add one more way you protect your peace.
Drop it below 👇

🔁 Share this to help someone name what they’re surviving.
🔔 Follow Harit Bhasin for leadership & career insights.

You can’t buy loyalty, no matter the salary.
You build it by treating high performers like humans.

Treat people like 9-to-5 robots
They’ll do the job.
Then disappear.

If you want people who care like owners
they need to feel like they belong.
Not just employed.
💪 Valued.
💪 Respected.
💪 Seen.

That’s what builds loyalty.
That’s what makes people stay when they don’t have to.

Here’s how real leaders create it 👇

1. Respect their time like you do your boss’s
→ Boundaries build trust, not laziness.
✅ Don’t ping them after hours unless it’s critical.

2. Let them grow even if they outgrow you
→ True loyalty doesn’t trap people.
✅ Support their development, not just your org chart.
 
3. Treat the humans, not just the roles
→ Nobody wants to be a cog.
✅ Learn their story. Not just their skillset.
 
4. Show up when they’re struggling
→ Loyalty is built in hard seasons, not good times.
✅ Say: “Take your time. We’ve got you.”
 
5. Catch them doing things right
→ Recognition isn’t a perk. It’s fuel.
✅ Praise effort in real-time, not just in reviews.
 
6. Involve them in decisions that affect them
→ People protect what they help create.
✅ Ask for input before dropping changes.

7. Ask how they’re doing
→ Don’t wait for 1:1s or burnout.
✅ Start a meeting with: “Anything on your mind?”

People don’t go the extra mile for policies.
They do it for people who’ve walked beside them.

Be that person.

💬 What’s one thing that made you stay somewhere longer than you had to?
Let me know in the comments. 👇 

🔁 Repost to remind leaders:
Loyalty isn’t built in contracts. It’s built in connection.

🔔 Follow Harit Bhasin for leadership & career insights.

You don’t win when you react. 
You win when you stay composed.

When someone shouts and you shout back
You don’t solve the problem, you become part of it.

When failure hits, you can drown in frustration.
But we often forget.

The stress you don’t release at work follows you home.
The people who love you most end up taking your frustration.

That’s not fair to them or to you.

Because calm isn’t just a leadership skill.
It’s how you protect your family’s peace too.

How to Stay Composed When Life Gets Messy:

1. Pause before reacting.
→ Every silence between anger and response is growth.

2. Separate stress from relationships.
→ Don’t hand your bad day to the people who love you most.

3. Learn from failure, not frustration.
→ The comeback always starts with reflection.

4. Choose calm over control.
→ You don’t have to win the argument to win respect.

5. Protect your peace like it protects you back.
→ Because when you stay centered, everyone around you feels safer.

You don’t win when life gets easy.
You win when you stay kind, even when it’s not fair.

Protect your peace. Protect your people. That’s leadership.

🔁 Repost this if you believe calm is strength, not silence.

Follow Harit Bhasin for more leadership & career insights.

You delivered results. They delivered visibility.
Guess who got promoted?

While you stayed heads down,
They built alliances.

While you avoided “office politics,”
They learned how power actually moves.

Now they’re in rooms where you want to be.
Not because they played dirty,
But because they played smart.

Here’s how you start playing smart too 👇
11 Moves to Beat Office Politics Without Selling Out

1. Understand the decision-making network
➛ Map out who influences key decisions across teams.

2. Know who your boss listens to
➛ Then earn their trust before you need it.

3. Build allies across the org
➛ Help someone win. They’ll remember your name.

4. Stay visible
➛ Share learnings, not just results. Show your process.

5. Give before you ask
➛ Help others shine when it costs you nothing.

6. Frame your goals as shared wins
➛ Frame your goals to show how they benefit others.

7. Celebrate others publicly
➛ It makes you look powerful, not weak.

8. Don’t engage in gossip. Redirect the energy
➛ Shift gossip toward ideas, solutions, or shared wins.

9. Say no like a pro
➛ Calm tone. Clear boundary. No apology.

10. Observe how influential people frame ideas
➛ They sell impact, not effort.

11. Have the hard talk first
➛ If it scares you, script the first 3 lines and go.

You don’t need to play politics.
You need to understand the game.

🔁 Repost this to help more good people step into rooms where decisions get made.

🔔 Follow Harit Bhasin for more leadership & career insights.

11 Smart moves to beat office politics

Most candidates beg for jobs.
Smart ones interrogate the company.

Because the real interview isn’t about your answers.
It’s about their answers.

That’s how you find out if this job is worth your years.
If you don’t ask these questions, you’ll regret it:

1. “Why did the last person quit?”
➛ People don’t leave for fun.
✅ If they dodge, you’re walking into chaos.

2. “Who actually decides promotions here?”
➛ Titles don’t equal power.
✅ If they can’t name names, growth is politics.

3. “How do you deal with conflict?”
➛ Culture isn’t free lunches.
✅ If silence follows, expect hidden wars.

4. “What’s the biggest challenge your team is failing at?”
➛ Weak leaders won’t admit failure.
✅ If they say “none,” they’re lying.

5. “How did you treat people during layoffs?”
➛ Crisis reveals character.
✅ If they get nervous, that’s your answer.

6. “What’s the average tenure here?”
➛ A revolving door isn’t growth.
✅ Short tenures mean short careers.

7. “What do top performers here do differently?”
➛ Tells you what’s rewarded.
✅ If they can’t say, no one notices effort.

8. “How do you recognize wins?”
➛ Money and applause both matter.
✅ If they shrug, expect invisibility.

9. “What’s one thing you wish you could change about this place?”
➛ Only honest leaders answer this.
✅ If they say “nothing,” run.

The worst interview mistake isn’t answering wrong.
 It’s not questioning the company.

Download the high-quality PDF here 👇 
https://lnkd.in/etMyJVQT

👉 Which one would you ask first?
Let me know in the comments!

🔁 Repost so your network stops walking blind into bad jobs.
🔔 Follow Harit Bhasin for more leadership & career insights.

You’re a top performer and you look average.
Because you were hired fast and forgotten faster.

It’s not a talent problem.
It’s a leadership design failure.

Top talent needs more than praise, they need structure.
If your A-players are stalling, start here:

1. AAD Framework

✅ Assess: Understand strengths, weaknesses & potential
✅ Align: Match individual skills with team goals
✅ Develop: Provide coaching, feedback & growth plans

2. Team Capability Assessment

Evaluate:
✅ Technical skills
✅ Leadership abilities
✅ Cultural fit & growth potential
💡 Tip: Use 1:1s + performance data to make objective decisions.

3. 3Rs Framework

After assessment, decide:
✅ Retain high performers
✅ Replace low performers
✅ Redeploy people to better roles

4. Early Wins

Find small but impactful wins in 30–60 days to:
✅ Boost confidence
✅ Build trust
✅ Align the team with your vision

5. STAR Framework

Use STAR to evaluate past performance:
✅ Situation – What was the challenge?
✅ Task – What was expected?
✅ Action – What did they do?
✅ Result – What was the impact?

6. Onboarding Roadmap

✅ 30 days – Learn the business
✅ 60 days – Build relationships
✅ 90 days – Deliver results

7. Gaps & Development Plan

💡 Identify skill gaps and create:
✅ Coaching & mentoring
✅ Stretch assignments
✅ Learning paths

High-performing teams don’t happen by luck.
They’re engineered with clarity and consistent development.

Download the high resolution now and save your high performers. 
https://lnkd.in/eQQYU8JR

 📢 Repost this if you're tired of wasting good talent.

I waited years to be seen and shrank a little more each day.
Visibility doesn’t come to those who stay silent.

I worked hard.
Said yes.
Stayed loyal.

Hoping someone would choose me.
Promote me.
See me.

It never came.
And the longer I waited, the more I lost.

So I stopped waiting.
I chose myself.

Here’s how I turned that shift into action:

🟥 If you’re doing this… ➤ Do this instead

🟥 Thinking loyalty will lead to growth
➤ Loyalty without leadership gets overlooked.

🟥 Staying quiet in meetings
➤ Ask one question that makes people think.

🟥 Hoping someone will hand you an opportunity
➤ Create your own and invite others in.

🟥 Overworking behind the scenes
➤ Start showing your results without apologizing.

🟥 Waiting to be assigned new work
➤ Volunteer for a high-visibility initiative.

🟥 Doing the job in front of you
➤ Do the job above you before it’s yours.

🟥 Trying to earn visibility through effort
➤ Earn it through impact, story, and clarity.

🟥 Keeping your impact private
➤ Send updates that showcase outcomes, not just effort.

🟥 Waiting for the perfect moment
➤ It never comes. Start anyway with what you have.

🟥 Assuming people know your value
➤ Tell short, specific stories of your results.

You weren’t born to be background noise.
You don’t need permission to rise.
You just need to stop waiting.

Which one are you done waiting for?
Let me know in the comments. 👇 

🔁 Repost this to remind someone: waiting is the slowest strategy.

🔔 Follow Harit Bhasin for bold career advice that puts you in charge.

Thinking Loyalty will lead to growth

If you’re a high performer, this is uncomfortably true.
You’re not dishonest. You’re just done fighting these 9 battles.

People say you're leaving for a “better opportunity.”
But that’s just the polite version.

You’re not quitting because you failed.
You’re quitting because you kept fighting unseen battles.

Here’s what actually drives top talent out the door:

1. No clear direction
↳ If the goal’s unclear, motivation dies.
💡 Connect work to outcomes and careers.

2. Quiet Poison
↳ Toxic teammate pushes you out faster than bad bosses.
💡 Address toxicity early and visibly.

3. No Growth Path
↳ When there’s no future, they’ll build one elsewhere.
💡 Talk career, not just KPIs.

4. Poor Leadership at the Top
↳ If people can’t trust the CXO’s vision, they won’t trust the future.
💡Run regular pulse checks and act on them.

5. Toxic Company Culture
↳ Burnout shouldn’t be worn like a badge of honor.
💡Model balance visibly, don’t just preach it.

6. Trust Breakdown
↳ Broken promises and hidden agendas ruin credibility.
💡Keep promises small but always deliver.

7. Broken Feedback Loops
↳ No feedback = no growth.
💡Coach in real-time, not just in reviews.

8. Feeling Disrespected
↳ Being excluded from decisions signals you’re not trusted.
💡Give every voice a seat at the table.

9. The Thankless Work
↳ When hard work goes unseen, people feel invisible.
💡 Praise in public, not just in reviews.

Most people don’t quit companies.
They quit what the company ignores.

◆ Trust.
◆ Clarity.
◆ Growth.
◆ Respect.
◆ Recognition.

If you’ve been feeling this way,
you’re not alone. And you’re not wrong.

Companies don’t lose top talent to recruiters.
They lose them to silence, neglect, and missed signals.

💬 Which of these battles have you personally faced?
Let me know in the comments.

📢 Repost this to help leaders finally pay attention before it’s too late.
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9 Brutal Reasons Why High Performers Quit

You’re not stuck because of your past.
You’re stuck because you keep replaying it.

“Learn from mistakes” is good advice 
 until the mistakes become your mindset.

Every time you chase something new,
your past tries to pull you back:

🚫 “Don’t try.”
🚫 “You failed before.”
🚫 “Play it safe.”

And slowly, your world gets smaller.

Your wins carry more power than your failures
You just don’t revisit them.

Wins remind you:
 💪 You’ve solved hard problems.
 💪 You’ve bounced back before.
 💪 You can do it again.

Here’s how to break the past–loop so you can grow forward:

1. Keep a win list
→ One file with every praise and success. Read it before any big step.

2. Picture the win
→ See yourself doing the hard thing, not failing it.

3. Stay close to believers
→ People who lift your energy, not drain it.

4. Answer self-doubt fast
→ When your brain says “you can’t,” say “I have before.”

5. Separate you from your mistakes
→ A bad moment doesn’t define a good leader.

Your next chapter can’t start if you’re still living in the last one.
Let go so you can move forward.

💬 What win are you proud of this week? Share one below.

🔁 Share this with someone who’s stuck replaying yesterday.
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“Sorry” is shrinking your authority.
Not humble. Just weakening your power.

You’re not being polite.
You’re leaking confidence.

Even when your work is solid , your voice still sounds small.

Replace these 7 phrases to speak with power 👇

1. “Thanks for your time.”
↳ Not “Sorry for bothering you.”

2. “Thanks for your patience.”
↳ Not “Sorry for the delay.”

3. “Thanks for being flexible.”
↳ Not “Sorry for scheduling.”

4. “I have a question I’d like your take on.”
↳ Not “Sorry, can I ask a question?”

5. “Can you help me better understand this part?”
↳ Not “Sorry, I didn’t understand.”

6. “Here’s a part I’d like to go deeper on.”
↳ Not “Sorry if this is a stupid question.”

7. “I appreciate your support on this.”
↳ Not “Sorry again for the trouble.”

Politeness earns respect.
Self-doubt loses it.

Which “sorry” are you dropping today? 
Let me know in the comments!👇

🔁 Repost this to help someone stop apologising, and start owning their voice.
🔔 Follow Harit Bhasin for leadership & career insights.

If you’re serious about a raise in 2025.
These negotiation skills are non-negotiable.

You don’t get what you deserve.
You get what you ask for.

Every skipped conversation means lost money.

These 10 free courses I personally tried to fix that:

1. Michigan: Coursera
→ 4-step framework: prepare, negotiate, close, review
✅ For rising managers
https://lnkd.in/e36tVXJF

2. Indiana: edX
→ Cross-cultural business & social negotiation
✅ For cross-functional leaders
https://lnkd.in/e2eZknrc

3. Alison: Negotiation Mastery
→ Advanced tactics + psychological levers
✅ For high-stakes conversations
https://lnkd.in/e4t-amEt

4. Harvard: 15-Minute Salary Strategy
→ Fast, practical wins for raises and offers
✅ For career growth
https://lnkd.in/erFsSRmG

5. INSEAD: Global Deal-Making
→ Strategic plays under pressure
✅ For execs and entrepreneurs
https://lnkd.in/ese359rC

6. Negotiations Ninja: Free Series
→ Sales-focused, real-world frameworks
✅ For sales pros
https://lnkd.in/evmUpDJF

7. MIT: Influence & Negotiation
→ Case studies + power dynamics
✅ For org-level leaders
https://lnkd.in/eUDbhqrj

8. Yale: Negotiation Strategies
→ Collaborative deals, partner psychology
✅ For execs & consultants
https://lnkd.in/ePxe2FD4

9. Great Learning: Sales Negotiation
→ Buyer behavior + emotional tactics
✅ For AMs & closers
https://lnkd.in/eCZ3uiSj

10. Udemy: Negotiation Basics
→ Core skills: prep, ask, close
✅ For total beginners
https://lnkd.in/eMmTKxNU

No more hoping. No more shrinking.
Start negotiating like your future depends on it.

👇 Which one are you starting with?
Let me know in the comments.

🔁 Repost to help someone stop leaving value on the table.

🔔 Follow Harit Bhasin for leadership & career insights.

10 free negotiation courses

Most leaders waste 80% of their week.
The best ones are brutal about what they ignore.

Leadership isn't about doing it all.
It’s about doing the few things that actually move people, performance, and progress on repeat.

Here’s how 80/20 leaders operate differently:

1. 80% of outcomes come from 20% of clarity
➛ Teams move fast when direction is unmistakable.
✅ Repeat priorities until they become muscle memory.

2. 80% of growth comes from 20% of your people
➛ Your A-players shape culture and carry momentum.
✅ Overinvest in them & that’s your compounding edge.

3. 80% of energy loss comes from reactivity
➛ If you're always reacting, you're not leading, you're leaking.
✅ Guard your calm like a strategy, not a vibe.

4. 80% of trust is built in 20% of moments
➛ Big speeches don’t build credibility. Small, forgotten promises do.
✅ Keep the ones no one else is tracking.

5. 80% of confusion comes from 20% of vague language
➛ Busy teams usually have unclear leaders.
✅ Say what good looks like and say it often.

6. 80% of decisions don’t need you
➛ If your team can’t move without you, you’re not a leader.
✅ You’re a bottleneck. Build leaders, not dependencies.

7. 80% of culture comes from 20% of behavior
➛ People mirror what you reward, not what you preach.
✅ Celebrate consistency, not charisma.

8. 80% of progress comes from 20% of reflection
➛ Leaders who never pause… repeat the same mistakes.
✅ Clarity comes in silence, block time to think.

You don’t scale by doing more.
You scale by obsessing over what actually works and cutting the rest.

💬 Which one of these 8 are you ignoring but need to act on?
Let me know in the comments!

🔁 Repost if you’re done wasting energy on noise.
Follow Harit Bhasin for more leadership & career insights.

The fastest way to lose respect in a new leadership role?
Try to prove yourself before you understand the room.

New leaders blow it in week one.
❌ They show up trying to impress.
❌ They act like they already know.
❌ They jump in to fix everything to win a goodie point.

That’s not leadership. That’s performance anxiety in disguise.

Here’s how credible leaders move differently:

1. Clarify before you command.
➛ Don’t set goals. Set shared goals.
➛ Ask what great looks like, then build it together.
 ✅ Ask each team member, “What does a win look like to you this month?”

2. Earn credibility before you push ideas.
➛ Listen first. Ask sharper questions than anyone else.
➛ Win trust with execution, not excitement.
 ✅ In your intro meeting, say: “I’m here to listen first. Talk me through what’s working, and what’s not.”

3. Map power fast.
➛ Know who actually makes decisions.
➛ Don’t assume support → build it.
 ✅ Schedule 1:1s with 2-3 cross-functional influencers, not just your boss.

4. Create wins the team feels, not just sees.
➛ Don’t wait 90 days. Win in 14.
➛ Small wins, visibly shared = early momentum.
 ✅ Ask: “What’s something small that’s been stuck for weeks and needs to move now?”

5. Model what you expect.
➛ Culture isn’t what you say. It’s what you allow.
➛ Nip misalignment in the first 10 days, or it becomes the norm.
✅ Show up early. Set the tone before you set the standard.

You don’t earn credibility by showing off.
You earn it by showing up with clarity, control, and composure.

The best leaders don’t rush to prove themselves.
They move with purpose and let the room catch up.

💬 What’s one mistake you’ve seen from new leaders? 
Let me know in the comments! 👇 

🔁 Repost if you’ve seen a new leader fumble the handoff.

Follow Harit Bhasin for more leadership & career insights.

5 Moves that earn you credibility in your first 30 days

Your next promotion won’t come from your resume.
It’ll come from your relationships.

You’re doing the work, but no one sees it.
You’re delivering results, but no one’s fighting for you.

Because the right people get you promoted.
Hard work just gets you noticed.

If you want your network to work for you, stop doing these 10 things 👇

1. Pitching Right After Connecting
→ A cold pitch kills trust before it starts.
✅ Lead with curiosity, not your offer.

2. Never Following Up
→ One good meeting means nothing without momentum.
✅ Send a thoughtful note or insight within 24 hours.

3. Making It All About You
→ If you only talk, you’re not connecting.
✅ Ask about their priorities before sharing yours.

4. Avoiding Networking Because You’re Introverted
→ You don’t need to “work the room.”
✅ One real conversation beats ten small talks.

5. Overthinking the First Move
→ Waiting for perfect words costs you real opportunities.
✅ Reach out. Imperfect > invisible.

6. Showing Up Unprepared
→ Networking isn’t a cold call.
✅ Know who they are and why the convo matters.

7. Losing Touch
→ One message isn’t a relationship.
✅ Follow up before you need something.

8. Burning Bridges Over Disagreements
→ Disagreement doesn’t have to end the relationship.
✅ Stay professional — you might meet again.

9. Skipping Thank-Yous
→ Gratitude compounds connection.
✅ Send a quick note of appreciation after wins.

10. Never Offering Help First
→ If it’s always about you, people stop showing up for you.
✅ Ask: “How can I support what you’re working on?”

You don’t need more skills. 
You need more people who believe in yours.

💬 Which one feels most powerful for you?
Let me know in the comments.

🔁 Repost this to help someone build real connections, not just contacts.

Follow Harit Bhasin for leadership & career insights.

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