Hemant Jain, Success Coach's Linkedin Analytics

Managers and Leaders are still getting Delegation wrong. Simply because Delegation is not understood in its entirety. Delegation isn’t just about assigning tasks. It’s about transferring ownership with clarity, context, and trust. Too often, leaders think delegation means telling someone, “Do This” with an optional addition of "Like This" But delegation actually means: - Defining the outcome, not prescribing the method - Providing enough context so the person understands the why behind the task - Giving decision-making authority, not just execution responsibility - Staying available for guidance, not micromanagement - Creating space for the person to grow through the work - Being a Mentor and Coach to your team rather than a Tyrant Delegation done right builds capability, confidence, and culture. Delegation done wrong creates confusion, dependency, and disappointment. Delegation done right also frees up your time and you can become the proverbial manager who 'doesn't do any work' :) In fact, that's the only way you free up your time to work on your own upward movement and upskilling It’s not about getting things off your plate. It’s about building a team that doesn’t need to be told what’s on the plate. And as scary as it might sound, it's about building a team that doesn't need you. #LeadershipDevelopment #TeamEmpowerment #ManagerAsCoach #CoachHemant #UncomfortableCoach #HighPerformanceTeams

When the Coachee becomes a coach; the circle completes. I always encourage my coaching clients from the senior management cadre to become a coach to their team members. Coaching isn’t just something you receive. It’s something you become. As a senior leader,  your job isn't just to deliver results. It's to grow people who deliver results  with confidence, clarity, and ownership. And effective coaching helps you do that. When leaders get coached well,  they become coaches themselves  and that’s when the ripple effect starts. Here’s what that shift looks like in practice: - You start asking better questions, not just giving better answers - Your 1:1s move from updates to breakthroughs - Empathy becomes a tool, not just a trait and it shows across the org - You stop managing effort and start unlocking potential - You use proven coaching frameworks to focus the team on what actually matters - You create a culture where performance and development go hand-in-hand - You start spotting what people could be; not just what they are  - You get better at difficult conversations ... with care - You lead people, not just chase performance Coaching is highly strategic. It’s the edge that separates  leaders who scale results  from those who simply  oversee them. If you are leading people,  managing managers,  or building culture; learning how to coach  is no longer optional. It’s the skill that  bridges the gap between  potential and achievement  for your team, and for you. Coaching is a strong value piece for leaders ready to move from directional to developmental leadership. Let’s talk if you’re ready to build that edge into your leadership. #LeadershipCoaching #ExecutiveCoaching #HighPerformanceTeams #CoachHemant #UncomfortableCoach #LeadershipThatScales

I will be conducting a session on Accelerating Your Career Trajectory at The MasterX Summit 2025, an all-in-one Personal Development Mega Summit Welcome to the Ultimate Learning Experience! Your All-in-One Summit Pass: Only $49 with coupon code! (Actual Price: $199) What’s Still Ahead?   ✓ May 10-11 – Transformation Mastery (I am speaking at this event) ✓ May 18 – WellQ: Mastering Wellness Missed the earlier sessions? Don’t worry! Get exclusive access to the full recordings of:   ✓ Lead-Master (Leadership)   ✓ Mind-Code (Mindset)   ✓ Biz+ (Business & Communication) Why Join ?   ✅ Learn from 50+ global experts & interact with them   ✅ Get certifications for every category   ✅ Single registration gives Full access to all 5 Life Transforming Summits   ✅ FREE Entry to other Mega Global events in 2025  ✅ Lifetime value for just $49 (with coupon) Don't leave money on the table. Register Now & Save Big!  Use Coupon Code: HEMANT150   https://lnkd.in/d-_8keKB Once you click Buy Now, your event ticket will be added to your cart. Complete checkout to confirm your seat. Quick Note for the Audience in India - DM me for the INR payment link For any support or queries, feel free to reach out to me.  MasterX is organized by Mega Global Hub Pvt. Ltd. – The world’s biggest online interactive learning event organizer.   Powered by Mega Global Coaches Network – The largest community of active global experts on a mission to create real impact #megaglobalhub #MasterX #transformation #wellness #coaching #growth #globalexperts #lifemastery #leadership #mindset #businesssuccess #CoachHemant

Kabhi Kabhi mere dil mein khayaal aata hai / Sometimes I wonder… What’s better? >> 6 hours a day x 5 days - 8:00 AM to 2:00 PM - No lunch break - Half a day every day during the week for Life - Rhythm of daily productivity + personal time OR >> 8 hours a day for 4 days - 9:00 AM to 6:00 PM with usual lunch break - 3 full days off for recovery, exploration, rest - It can be 4+3 or Wednesday off plus weekend - Longer focus blocks, longer recharge breaks The conversation for lesser working hours has been gaining traction in past few years with many organizations even trying it out (UAE government organizations even implemented it). The work is still in trial-n-error mode trying out various configurations and evaluating team productivity and overall effectiveness. There’s no “right” answer yet — but it’s making us ask deeper questions: - Do I want a few solid days for myself? For my personal endeavours or simply to 'recuperate'? - Or do I want to reclaim every day for myself, half for work and half for myself? One gives you immersion and then escape. The other gives you daily balance and shorter sprints. Personally, I see merit in both. I first saw the daily balance during my first project in Switzerland back in 2005 when people would have a thriving social life during summers when the sunset would be at 9 pm - 10 pm and they had almost 5 hours of daylight even after office hours. And the debate is not just about hours. It’s about energy, focus, life design, and what rhythm helps you show up fully. So ... What do you think? If given the choice today, which would you pick? If you were leading this discussion in your organization, OR if You are the Founder of a start-up and making the rules? Which way would you be inclined to go? #FutureOfWork #WorkLifeDesign #4DayWeek #6HourWorkday #WorkRhythms #LeadershipConversations #TeamCulture #UncomfortableQuestions #CoachHemant

Sometimes you are given a challenge that you have no idea how to handle. Angel Joe asked me to conduct a session on a peculiar topic for the very first Treasures of Talented Entrepreneurs TTE Knowledge Nest event she was organizing for her network. The topic: Bias faced by Business Women in Business and Networking We all recognise it. We all know about it. We have discussed it. But how do I convert that into an engaging session for an audience that had women and men too. And make an impact that goes beyond the already discussed. Challenges give rise to brilliance and creativity. And that's what happened. I hit upon the idea of taking the audience through a closed-eye visualization of a business award ceremony with almost 20+ awards given out. And then came the moment of truth. The biases surfaced automatically. I did not even have to emphasize. And it's not just the men who were biased. The women, too, had bias against women entrepreneurs. So what do we about it. That's the most important conversation. Thanks to Angel for challenging me and creating the opportunity.

Moderna's decision to merge HR & Tech into a unified "People and Digital Technology" function has surprised everyone This is not just a structural change. It's a strategic move indicating the evolving landscape of work. The Future of Work is taking shape, and not everyone is going to like it. This integration, led by Tracey Franklin as the new Chief People and Digital Technology Officer, reflects a forward-thinking approach to align talent and technology in the age of AI. Yes, AI is a decisive factor. The #People Perspective: The convergence of HR and Tech underscores the diminishing boundaries between human capabilities and technological advancements - two departments which were considered, in principle, opposite to each other while working in tandem. By developing over 3,000 customized AI agents to handle tasks ranging from clinical trials to HR operations, #Moderna is redefining roles and responsibilities. This shift emphasizes the importance of adaptability and continuous learning for "employees", as traditional job functions evolve in tandem with technological innovations. Very soon, we will start talking in terms of Human Employees and 'Other' Employees with their distinctive roles and responsibilities. The #FutureOfWork Perspective: Moderna's restructuring marks a transition from static roles to dynamic workflows (Read that again and let it sink in). The traditional notion of fixed job descriptions is giving way to a more fluid approach, where tasks are allocated based on the optimal combination of human judgment and machine efficiency. This model promotes agility, enabling organizations to respond swiftly to changing market demands and technological advancements. While employees have always complained of fluid JDs, now organizations will also embrace the concept :) The #Leadership Perspective: For leaders, this integration presents both opportunities and challenges. A re-evaluation of leadership competencies is required, emphasizing the need for digital literacy, strategic foresight, and the ability to foster a culture of innovation - all within the context and backdrop of emerging tech. Leaders must be equipped to navigate the complexities of a blended workforce, where collaboration between humans and AI is the norm. Remember VUCA ... it will take on an altogether new scale and dimension now (and some will be tempted to coin newer fancier terminology for it). Every Board Room and Senior Management Confluence should be reflecting on Moderna's bold move. The future of organisation design lies in the seamless integration of people and technology. Leaders must proactively embrace this paradigm shift, reimagining structures and strategies to thrive in an increasingly digital world. My #Question for YOU: How is your organisation preparing for this convergence of talent and technology? How are YOU preparing for it? #LeadershipDevelopment #DigitalTransformation #CoachHemant #UncomfortableCoach

I am speaking today on 'Bias' at the Treasures of Talented Entrepreneurs TTE's Knowledge Nest Event organised by Sweety Angel And no, this post isn’t about me or my session (although fun fact: my talk is called BMW — and no, not the car). What I really want to share is something more personal. Every time I’m invited to speak at events with accomplished professionals and powerhouse entrepreneurs, I find myself doing that quiet glance across the speaker list. And then it happens. That whisper: “Should I even be on this stage?” Hello, #ImposterSyndrome It shows up right on cue. Right before I speak. I compare myself to the decorated resumes and big-ticket success stories sharing the same space. But then I remind myself of something beautifully simple. Rancho’s iconic words: “All izz well. All izz well.” I was invited to speak. That means someone saw something in me. And now, it’s my job to rise to that trust and deliver on those expectations. I am here to share what I know with authenticity, clarity, and value. And here’s the best part: I don’t just come to speak. I come to listen. I only have about 20-30 minutes on the stage. I have the rest of the day to sit among the audience, take notes, and collect wisdom from others who’ve walked different paths. And every single time; I learn something new, or get reminded of something I had almost forgotten. That’s the real treasure. The exchange of energy, ideas, insights. The joy of being both the teacher and the student. #SpeakerReflections #LeadershipJourney #CoachHemant #UncomfortableCoach #LearningNeverStops

“I think, therefore I am.” ~ René Descartes But is just thinking alone enough? The modern professional  and the leadership cadre is surrounded by noise. information overload,  constant decisions,  relentless urgency. Amid all this chaos,  the rarest thing  is a clear thought.  A distilled insight.  A focused mind. This is where great leaders  distinguish themselves;  not by more thinking,  but by better thinking and  recording their thoughts for reflection. And one timeless tool enables this:  Journaling. The habit of thinkers, writers, philosophers,  scientists and yes, great leaders. Not just to record events,  but to crystallize thoughts,  untangle emotions, and clarify direction. Because  clarity precedes action. And journaling turns  Confusion into clarity. Clarity into conviction. Conviction into action. A journal becomes your inner compass. So if you’re  a leader navigating change,  a professional stuck at a crossroads,  or a business owner overwhelmed with complexity: Don’t just Think. Write. Your next level of growth might already be sitting inside you, waiting for a blank page. #CoachHemant #LeadershipDevelopment #JournalingHabit #ClarityCoach #ExecutiveCoaching #SelfReflection #ReflectionToReinvention

“Coaching is extremely powerful. But it’s also expensive”. That’s the most common reason professionals give me while hesitating to sign up for coaching. And honestly? They’re right. Working one-on-one with a coach who helps you transform your career, navigate life transitions, and leap to your next level of success is a big investment. It’s not “just a few sessions.” It’s a structured intervention in the trajectory of your life.   I work with my clients over a 12-18 month period to bring about massive transformation in their lives. But there’s a way to get the same transformation, without the big cost. With a bonus: a tribe of like-minded professionals going through the journey with you. It’s called Group Coaching. And I’m bringing it back. When I formally started coaching in 2021, I began with small cohorts of 3 to 5 people. Over two years, I ran four such groups and the results were great. Not just because of my frameworks… but because of the peer accountability, shared stories, and collective momentum. In 2022, I moved fully into one-to-one coaching working with senior professionals who wanted full privacy and personalized strategies. Last weekend, I was discussing group vs. personal coaching again with a fellow coach. We went deep into what each model offers and who it serves best. Here is a quick comparison for your benefit: Group Coaching vs. Personal Coaching — What’s the Difference? 1. Format - Small curated cohort (3–5 people) versus One-to-one sessions. 2. Cost - Shared investment means more accessible versus Premium pricing for depth + exclusivity 3. Perspective - Multiple viewpoints, stories, and shared challenges versus Singular focus on your story and context 4. Pace - Cohort-paced, with room for peer learning versus Fully paced to your needs and urgency 5. Vulnerability - Builds psychological safety through shared disclosure versus Immediate comfort, no external eyes 6. Community - Accountability from peers and tribe-like environment versus Solo journey, high depth but limited collective support My friend asked me at the end of the conversation: “Why did you stop group coaching?” “Are you going to bring it back?” So… Thanks to that nudge; I am bringing Group Coaching back. Announcing a new #GroupCoaching Cohort for Life and Career Transformation for mid and senior professionals who feel: - they have plateaued in their role - they are not sure what’s next - they want clarity, momentum, and growth This cohort will be hybrid: ✔️ 75% group coaching sessions - 2 or 3 sessions every month  ✔️ 25% personal, 1:1 sessions with me - one session every month You will get the power of group coaching as well as sharpness of personal focus. If you are ready to take a leap in your career, DM me. If you know someone who needs that push, ask them to DM me. Let’s talk about what’s next. Not just for your job. But for your whole life. #CareerTransformation #LeadershipDevelopment #CoachHemant #UncomfortableCoach

What’s your biggest question about AI? Not the hype. Not the headlines. The REAL question that YOU have. I’ll be moderating a Panel Discussion this month on AI, and rather than my questions, I want your voice in the room. But I am not just looking for the “techie” stuff. I want to hear your most pressing AI questions from three angles: 🔹 As an Individual: How is AI changing your personal productivity? How are you using it in your personal life and what questions do you have about it? 🔹 As a Professional: How is AI changing your productivity, your relevance, your job security? What’s exciting? What’s unsettling? 🔹 As a Leader: How do you lead your team / managers / other leaders through an AI-disrupted workplace? Are your people curious, anxious, frozen, excited? How are you dealing with it? What's your biggest worry? 🔹 As an Organizational Leader: Are you grappling with the ethics, the ROI, the governance? Do you know what AI readiness even looks like across your enterprise? I saw several shades of these questions during the 4 days I spent immersed at #DubaiAIWeek2025, where I attended dozens of powerful sessions with practitioners, futurists, and government leaders. So I’m bringing the conversation to you. Drop your question in the comments or DM me if it’s more personal. Some questions will find their way into the panel discussion I will moderate and I have another plan for the vast majority that won't. Over the next few months, I will curate, respond, and even bring in expert AI practitioners to co-create conversations that matter—to people like us navigating this shift at multiple levels. Your question might just be the one that unlocks a breakthrough for someone else reading this. Let’s ask better questions about AI. Together. #FutureOfWork #PeopleAndAI #UncomfortableCoach #LeadershipConversations #AIwithHumanContext Decided to use an AI-generated Pixar style image of me to go with the post in keeping with the AI sentiment :)

Great leaders don’t just architect the plan. They close the gap between intention and implementation. The design was perfect. The plan was solid. The execution? Well… take another look. This image says it all. - The ramp was procured. - The safety channel was there. - The cables were measured and bundled. - Even the ties were fastened. And yet… The cables still run outside the  very protection designed for them. Worse, it runs under the channel such  that it will be 'crushed' by the channel itelf.   Because someone didn't put them in the right place  Someone was not told that wires go inside the channel. This isn’t just a picture. It’s a metaphor for how strategy often fails,  not in the boardroom or the drawing board, but in the very last mile of execution. It’s the missed detail. The assumed handover. The overlooked alignment. It’s the 'obvious' that wasn’t,  to the person doing the work. As leaders, your job isn't just to design brilliant solutions. It’s to ensure that those solutions are implemented the way they were intended. And if they are not; to pause and ask: why not? Is there  - a communication gap? - a training gap? - a clarity gap? Or just too many moving parts and too many assumptions? Execution doesn't break down because of incompetence. It breaks down because Leaders assume it will run itself  after the “thinking and planning part” is completed. Share a moment from your world where the execution didn’t match the intention? Let's make our Monday a bit cheerful. #ExecutionGaps #Leadership #StrategyToExecution #UncomfortableCoach #ManagementRealities #CoachHemant #MondayBlues : ) Thanks to Jim Bowles for sharing this picture last week. It triggered the thoughts that I share above. The pic also reminded me of the popular meme series "You Only Had One Job" :) Shitiz and Adyasha... Do you have some interesting stories and examples?

“Any questions?” is often followed by … pin-drop silence and uncomfortable glances around the room. Not because everything was clear, but because no one wants to look stupid. Let’s be honest; At some point, most of us were  reprimanded, ridiculed, or rolled eyes at … - in school - in college - even at work … simply for asking a question. Over time,  that created a monster inside: The fear of appearing clueless. The shame of not knowing. The quiet acceptance of  confusion over curiosity. Great leaders break that pattern. They do more than allow questions. They normalize them. Encourage them.  Thank people for asking them. Because they know one powerful truth: Asking a question is a public service. When you speak up to clarify something, you are asking not just for yourself— but for every team member silently wrestling with the same doubt, but too afraid to raise their hand. The next time someone in your team asks a “basic” question; Pause. Appreciate. Acknowledge their courage. And remind yourself: There’s no progress without understanding. How about you share a question you were once afraid to ask? #LeadershipDevelopment #PsychologicalSafety #CuriosityAtWork #AskingBetterQuestions #CoachingMindset #UncomfortableCoach #CoachHemant

#Leadership is not being afraid of being afraid. In boardrooms and war rooms, in team huddles and town halls We often think leadership is about vision, frameworks, playbooks, or clarity. But real leadership? That’s something else. Leadership is not about having all the answers. It’s about courageously showing up even when the answers don’t exist yet. Leadership is not being afraid of not knowing. It’s admitting, “I don’t know… yet.” And choosing to lead anyway. Leadership is not being afraid of VUCA. It’s standing steady when the world is volatile, uncertain, complex, and ambiguous; and saying, “Let’s figure it out.” Leadership is not being afraid of #FutureOfWork. It’s not about resisting #AI or #HybridWorking or #RemoteWorking and various other FoW elements. It’s about reshaping what it means to be human inside systems that will keep evolving. Leadership is not being afraid of disruption. It’s knowing that every great chapter in history began with a shake-up. And above all ... Leadership is not being afraid of being afraid. Fear will always be there in the room. It has a permanent seat at the Table. What matters is what you do with it. To every leader reading this:  You don’t have to be fearless. You have to be honest, grounded,  and brave enough to move through the fear;  visibly, vulnerably, and with a lot of conviction. Because that’s what teams follow. Not Perfection. But #Courage. And in a ever-shifting ever-changing future; that's the most powerful leadership skill. #ExecutivePresence #UncomfortableCoach #CoachHemant #LeadershipDevelopment

This month I wear my "Business Clarity Coach" hat :) Today morning, I was conducting part 1 of a 3-part alignment workshop between 3 co-founders who are just about beginning their startup journey. Alignment at this stage is not only crucial but critical for the survival and growth of the startup in the long run. Later this month, I will be speaking at multiple events addressing Business Owners and Entrepreneurs, moderating panel discussions etc. Its going to be an 'eventful' month :) So here's the first one I can publicly talk about :) #TTE Knowledge Nest Event – Dubai Treasures of Talented Entrepreneurs TTE by Angel Joe May 17th, Al Mankhool Library, Dubai, 10 AM to 2 PM. Speakers: ✅ Dr.Christopher Abraham – CEO, S P Jain School of Global Management | Global Thought Leader & TEDx Speaker ✅ Hemant Jain, – Transformation Coach | Leadership & Mindset Mento ✅ Sudha Pallem – Image Consultant | Personal Branding Specialist ✅ Shakir Sabry – Head of Marketing | Digital Strategist Powerful conversations around leadership, innovation, personal branding, transformation, and digital growth — all designed to accelerate your entrepreneurial journey. This is more than just a meetup — it’s empowered #entrepreneurship. https://lnkd.in/dvbprfgf I have been given a very tricky topic to deliver at this event and we are calling my session #BMW :) ... and it's got nothing to do with the car and all to do with the perceptions of and about Business Owners and Entrepreneurs :) It's going to be FUN

Its time to retire the statement, "AI will not take your job, someone using AI will".  It was timely, it woke up people, it is still true but we have moved beyond that simple line. Its time to define it. If you haven't read the recent internal memo's from the Shopify CEO and the Duolingo CEO, you should do it right away. EDIT: Fiverr and Kozyr have also joined in with their AI-first philosophy. Catchy message from the Kozyr CEO Cassie Kozyrkov - "Please cheat at your job!" :) I strongly recommend every professional to read these memo's. They are a peek into the near future and ignoring it not a good idea. Here's the message distilled from the “AI-First” shift at Shopify and Duolingo. 1. AI Is No Longer a Tool—It’s the Norm Both, Shopify’s Tobi Lütke and Duolingo’s Luis von Ahn, have made it clear: AI is no longer an add-on or experiment. It is now the default mode of working across teams, tools, and decisions. At Shopify, AI is being deeply embedded into the workflow of developers, product managers, and support teams. AI-driven features like Sidekick (Shopify’s AI assistant) are examples of this shift being productized. At Duolingo, AI now plays a core role in shaping learner experiences, particularly through GPT-powered features that provide personalized feedback, conversation practice, and dynamic lesson adjustments. 2. Using AI Will Be Expected—Not Optional Both CEOs emphasized that employees will be expected to adopt and experiment with AI tools as part of their daily responsibilities. The mindset is shifting from "you can use AI" to "you should be using AI." AI proficiency is seen as a competitive advantage not just for the company, but for individuals. Teams are encouraged to automate, enhance, or rethink work with AI in mind. In hiring and internal evaluations, familiarity with AI tools may soon be a differentiator. 3. AI as a Strategic Lever, Not a Trend Both companies have made strategic organizational changes that reflect this shift: Shopify has restructured teams to align around product, speed, and automation—eliminating roles that don’t scale well in an AI-first environment. Duolingo has doubled down on AI as their future differentiator in edtech, emphasizing that their AI investments will allow them to teach more effectively than humans in some domains. 4. Cultural Implication: Be Curious, Not Resistant A subtle but important tone in both memos: resistance to AI is not seen as skepticism—it’s seen as stagnation. Employees are encouraged to play, test, build, and explore, even in areas they don't fully understand yet.   For me, the 4th point is the most important. While Leaders focus on strategic and tech changes, it is the cultural and behavioral change that will ultimately drive AI assimilation into daily conversations and make it a way fo working.    As a Leader, what's your position on AI at work and what are you 'actually' doing about it? #CoachHemant #AIatWork #FutureOfWork

Brooooo. AI finna cook us all. - An experiment with AI and the communication style of the Next Gen :) Arieh Smith, an American YouTuber (Xiaomanyc 小马在纽约) was invited to speak to a hall full of 16 to 18-year-olds. He gave his entire speech in Gen Alpha slang. The real kicker was that his speech was about the role of language in social structures. The result? Equal parts hilarious, confusing and honestly, a little worrying. So I did a little experiment ... I took my LinkedIn post from yesterday and asked Chat GPT to rewrite it for the Gen Alpha, by the Gen Alpha - as if created by them, for them, delivered by them. The result? Equal parts hilarious, confusing and honestly, a little worrying. Here you go ... ------------------- Brooooo. AI finna cook us all. Like, I opened ChatGPT once and boom — gone. I was like “okay so I’m obsolete now?” But listen… AI not tryna steal your job. It’s just exposing all the mid stuff you do on autopilot. Like if you spend 80% of your life being a human Google Doc... yeah, pack it up. But guess what? The HR out there praying for people who can do the real, human stuff. Like, they NEED people with actual vibes and main character energy. So here’s the real cheat code: Let the bots do the boring. You do the un-Googleable. Stuff like: 1. Vibe Check Ops AI can’t read a room. It doesn’t know Jack’s giving passive-aggressive vibes in the meeting. Or that Dev is lowkey spiraling bcos of that budget cut. You gotta catch those side-eyes and tension shifts like a drama detector. 2. Being The Glue Friend You know that one kid everyone vents to during break? That’s leadership, babe. No spreadsheet can match “I trust you energy.” 3. Rule Bending Queen/King/Whatever AI’s out here being like “Based on pattern recognition…” Nah. You see the context, feel the vibe, and decide. “Yup, we’re throwing the rulebook in the bin today.” 4. Storytelling Hits Harder AI writes essays. You tell a story that makes the room go silent and someone’s like “bruh I felt that.” That’s persuasion. That’s power. That’s influence. That's legit lit. 5. Chaos Core Judgment No data. No clarity. Everyone panicking. AI goes delulu and crashes. You? You breathe, squint, and say, “Aight. I got this.” Main. Character. Moment. TL;DR Bots do tasks. You do vibes. Keep your chaos.  Just make it strategic. So like... what’s your un-AI-able skill? Drop it in the chat.  Let’s cook up a list before GPT-7 starts doing stand-up comedy and replacing us all. #RealTalk #GenAlphaCEO #AIVibesOnly #MainCharacterEnergy #HumanOverBot #FutureProofed #UnhingedAndEssential #SkillIssueButInAGoodWay --------  Hope you had a good laugh. Now, Think deeply about it. There is a message in there ... not in words, but in between. Have Fun.  --------

Not every rocket needs to launch at warp speed. Businesses need to walk before they fly. Yet, we have managed to build a #StartupEcosystem where if you are not promising 10x to 100x returns, you are “not thinking big enough.” That narrative ...  It’s silently setting startups on fire. In the rush for unicorn status, the situation behind the scenes is scary: - Founders feel forced to make promises they can't deliver; not without breaking something or someone. - Teams are pushed into unrealistic goals and targets that lead to burnout, shortcuts, and compromised ethics. - Misinformation creeps in; projections, traction, even tech capabilities get “fine-tuned” for pitch decks. - The once sought-after #StartupCulture is degrading into a toxic cesspool of stress and mental health crisis. We have already seen cases where services labelled as “AI-powered” were being delivered by underpaid humans working behind the curtain. Some of the most promising startups, with brilliant ideas and capable teams, are folding not because of bad product-market fit but because they were forced to scale unrealistically. They were operating on hope and not like a real business. The pressure to grow at unnatural speeds is a silent killer. And often, it’s not just the founder’s greed; it’s the investor’s impatience. (although in some cases, it was clearly the founder's greed and unethical conduct too) Look back at the giants of the last century; IBM, GE, Toyota, Nestlé, even Apple in its early years. They were built slowly, with deliberate growth, guided by long-term thinking. They weathered downturns, refined their models, and became institutions over time; not just valuations on paper. We need to rewire the conversation around pitch decks and funding. From “How fast can you grow?” To “How long can you endure?” From “What’s your exit strategy?” To “What’s your legacy strategy?” If we want to build durable businesses;  not just burn through another cycle of hype; Investors need to lead with vision, not just velocity. #SustainableGrowth will be the key.  Systemic changes are happening in the  ecosystem of #VCFunding and #Investments.   And soon everyone will feel the difference. And Founders? They should be permitted to say: “We’re building for the long haul. Not for the next headline.” #SustainableGrowth #Leadership #InvestorMindset #BuildToLast #UncomfortableCoach #CoachHemant

The first half of life is often about climbing the ladder. The second half is about checking if it’s leaning against the right wall For many high-performing professionals,  the early decades are focused on acceleration. - Promotions - Recognition - Financial goals - Influence The focus is on how "fast" you are climbing. But somewhere along the climb,  a deeper question quietly arrives: Am I climbing the right ladder? Is this even the wall I want to scale? That’s not a sign of confusion. It’s a sign of maturity. Of evolving values. Of a tectonic shift  from achievement  to alignment. As leaders, we must ask this not just for ourselves but also for the people we lead. - Are you creating space for reflection in your team? - Are you mentoring people to define success beyond titles and targets? - Are you normalizing conversations around meaning, not just metrics? Because the most enduring legacies  are not built by those who climbed highest. They’re built by those who climbed with clarity  and helped others do the same. If you’ve had a moment recently that  made you question your own ladder  or the wall it is leaning against,  you are not alone. Let’s start that conversation. When did you first pause and look at the wall? And what did you do next? #LeadershipReflection #CareerClarity #PurposeDrivenLeadership #MidCareerReset #ExecutiveCoaching #TeamCulture #CoachHemant

What will I do? AI is taking over Jobs. How do I stay relevant?  Even Leaders are worrying about it AI is not here to take your job. It’s here to expose the parts of  your job that will not need you. It will take over part of your job.  Many tasks are getting automated. But at the same time,  organizations are searching,  desperately, for people who  can do what AI never will. So the question is not:  “Will AI tools replace me?” It is: “Am I doubling down on  what makes me irreplaceable?” Here are 5 (of many) skills  you need to future-proof your  value in an AI-dominated workplace: 1. Navigating Power & Politics (Emotional Radar) AI can analyze sentiment but it can’t sense a brewing conflict in a room, real or virtual. It can’t read a tense silence between two VPs and the raise eyebrow or oblique glance of the COO.  You can. And the leaders who master this subtle art will always have a seat at the table. Reading the Room has never been more important than now. 2. Relationship Intelligence (built on Emotional Intelligence) The connector across silos. The trust-builder.  The quiet glue holding cross-functional chaos together.  That person will be 10x more valuable than any lone technical expert. 3. Strategic Intuition AI follows data. You follow context. AI spots patterns. You decide when to break them. Knowing which rule to bend and when is a human-only superpower. 4. Storytelling That Moves People AI writes. But it doesn’t really move something within people. It doesn’t feel, pause, or persuade emotions the way humans do. If you can turn data into decisions through narrative, you will always have influence. And that influence is your currency in the new workplace. 5. Judgment Under Fog When there’s no clear precedent, no good options, and zero clarity AI stalls. It has no training data to help it. It may hallucinate.  Humans thrive in such situations and take decisions. That’s where true leadership is forged. Let AI handle the predictable. You master the paradoxical, the personal, the political, and the profound. That’s your moat. For Now.  AI might get there in time.  And you just climb higher. I’m curious: What skill are you betting on for the next 10 years? Let’s build a list for the AI-augmented, human-led future. #FutureOfWork #HumanSkills #AIAndHumans #ExecutivePresence #LeadershipDevelopment #UncomfortableCoach #CoachHemant

Especially since it is a Friday On a serious note: In the last one week, how many meetings you have been part of that should have been an email? And a bigger question: How many of those meetings were organized/called/led by You? Do take a moment and evaluate the meetings you have called in the next few weeks and see if some of them could be changed to an email :) #FridayHumor #CoachHemant