The cost of hiring JUST ONE EMPLOYEE is often much higher than training an entire team.

Answer this honestly ⇣⇣

Are you investing enough in training to keep your best people and save thousands in recruitment costs?

I’m Shilpi Khanna, a corporate trainer with 22 years of experience and founder of RSK Training. I’ve helped over 50,000 professionals across 150+ companies turn employee engagement and leadership challenges into lasting growth.

Many organizations spend heavily on hiring & onboarding
Only to lose talent to disengagement, poor communication or lack of development. 
This cycle not only drains budgets but also slows business progress.

That’s why I focus on delivering cost-effective, high-impact training that reduces attrition, builds ownership, and creates confident leaders before the recruitment costs pile up.

I specialize in leadership, behavioural, communication & soft skills training using interactive, theatre-based learning techniques. These practical, immersive sessions help teams truly practice what they learn, creating real, measurable change.

➤ When you work with me, you’re not just buying a workshop you’re investing in a system that

→ Lowers turnover rates significantly
→ Improves team collaboration and motivation
→ Builds leadership skills across all levels
→ Delivers ROI you can see in performance and retention

➤ If you want to save money, empower your people and grow your business sustainably, DM me “TRAINING” or book a call through the link above or the featured section.

Let’s make your training investment work harder than ever before.

– Shilpi Khanna
hello@shilpikhanna.com

One of the biggest leadership mistakes I see is trying to lead the same way in every situation.

Great leaders don’t stick to one style. They adapt.

Different contexts demand different approaches.

1️⃣ Sometimes they need a democratic leader who invites ideas and builds ownership.

2️⃣ In high-pressure situations, an autocratic style may be necessary to move fast.

3️⃣ During growth phases, a coaching style helps people develop for the long term.

4️⃣ When trust and culture matter most, servant leadership builds loyalty.

5️⃣ When transformation is required, leaders must challenge comfort and push change.

6️⃣ Transactional leadership works when structure and accountability are needed.

7️⃣ Laissez-faire leadership works when experts need autonomy.

8️⃣ Situational leadership works when flexibility is non-negotiable.

The mistake is not using these styles. The mistake is using only one.

Leadership maturity shows when you can ask:

What does my team need right now?
Direction, support, autonomy, clarity, or challenge?

The strongest leaders are not defined by a style.
They are defined by awareness and adaptability.

If leadership feels difficult, it’s often because the style doesn’t match the situation.

📌 In your experience, which leadership style do you find hardest to switch into when needed?

Shilpi Khanna

🌟 18+ Years of Expertise in Learning and Development I Leadership Skills I Behavioral Skills I Communication Skills I Campus to Corporate and as a Motivational Speaker 🌟

**Professional Summary:**

Over the course of my career, I have gleaned several key observations:

- The efficacy of learning is inextricably linked to the engagement of participants.
- Experiential and theatre-based methodologies consistently yield optimal results in the realm of learning and development.
- An understanding of the learning expectations held by both organizations and participants is paramount.
- Rigorous measurement of training impact is an indispensable component of any comprehensive learning strategy.

**Areas of Expertise:**

My expertise encompasses a wide range of training domains, including:

- Leadership Skills Training
- Behavioral Skills Training
- Communication Skills Training
- Personality Development Training
- Train The Trainer Certifications
- Off-Site Team Building Workshops
- Campus to Corporate Transitions
- Teachers Training

**Preferred Training Methodologies:**

I specialize in the following training methodologies, recognized for their effectiveness:

- Experiential Learning
- Theatre-Based Techniques
- Interactive Training Approaches

**Industries and Sectors**

I have had the privilege of contributing my expertise across diverse industries and sectors, including:

- Banking, Financial Services, and Insurance (BFSI)
- Manufacturing
- Retail
- Business Process Outsourcing/Knowledge Process Outsourcing (BPO/KPO)
- Media
- Service Industry
- Healthcare
- Textile
- Energy
- Education
- Telecom
- Tourism
- Information Technology (IT) Sector

My dedication to enhancing learning outcomes and fostering personal and professional growth has allowed me to make a meaningful impact across these diverse fields. I am committed to continuing this journey of facilitating growth and development in both individuals and organizations through innovative and engaging training strategies.

50,000+ Professionals Trained across 150+ Companies || Corporate Trainer with 22 Years’ Experience || Founder @ RSK Training || DM “TRAINING” to Transform Your Teams

STatar Robinhot

When resources are cut, pressure increases but expectations stay the same. Sometimes, they even increase.

What usually gets missed is this:

You can’t keep removing people, tools, and support
and still expect speed, innovation, and accountability.

That’s not leadership.

I see this in organisations regularly.

Strategic decisions are made in meeting rooms.

The impact is felt on the ground by the same few people doing more with less.

When teams are stretched thin:

<> Decision-making slows down
<> Errors increase
<> Ownership drops
<> Burnout rises quietly

And yet, the question remains:
“Why are things not moving faster?”

The answer is uncomfortable but simple.

Execution speed depends on capacity.
Capacity depends on people feeling supported, not stripped.

High-performing organisations understand this balance.

They align expectations with resources.
They protect critical roles.
They invest in capability, not just cost-cutting.

If leaders want momentum, the focus shouldn’t only be on budgets.

It should be on how work actually gets done.

Because no amount of pressure can replace alignment, trust, and realistic planning.

Before asking teams to move faster, a better question to ask is:

Have we given them what they need to move at all?

B V Charan Teja

There’s a reason most people feel tired even after “resting.”

It’s not because they’re lazy.
And it’s not because they’re doing too little.

It’s because their time and energy are misaligned.

Without realising it, most people swing to extremes.

Some pour everything into work and neglect rest and relationships.

Others disconnect from work but don’t actually recharge.

Both lead to the same outcome.
Constant fatigue & low growth.

That’s where the 8 + 8 + 8 Rule helps bring things back into balance.

🟧 8 hours of focused work:
This is not about being busy.
It’s about deep, intentional work.
When focus is high, eight hours is more than enough.

🟧 8 hours of quality sleep:
Sleep is not optional recovery.
It’s the foundation of performance, clarity, and health.
Everything improves when sleep improves.

🟧 8 hours for life outside work:
Time for family, friends, faith, and connection.
Space for health, hygiene, and hobbies.
Moments for service, reflection, and simple joy.

When these three areas are balanced, something shifts.

You become more productive without forcing it.
Your mental clarity improves.
Life starts feeling purposeful instead of rushed.

This isn’t a trend or a productivity hack.

I’ve followed this approach for years, and it continues to work.

It feels awkward at first because it requires boundaries but the return is worth it.

If you’ve been resting but still feel exhausted, don’t look for more motivation.
Look at how your time is divided.

The balance you’re missing might be simpler than you think.

🟧 What’s your take on the 8 + 8 + 8 Rule?

Every generation at work gets labelled:
Too entitled. Too sensitive. Too rigid. Too old-school.

Most of the time, those labels are lazy leadership.

What I’ve seen in real workplaces is this:

❌ Gen Z isn’t disengaged.
✅ They’re outcome-driven.
They care less about hours logged & more about work that matters.
They respond to clarity, quick feedback, and flexibility.

❌ Millennials aren’t indecisive.
✅ They’re collaborative.
They value purpose, growth & honest conversations.
They lead best when given autonomy with direction.

❌ Gen X isn’t resistant.
✅ They’re pragmatic.
They’ve seen cycles come and go.
They want trust, ownership & less noise.

❌ Boomers aren’t outdated.
✅ They’re experienced.
They bring long-term thinking, relationship depth & pattern recognition.
They thrive when respected and included, not rushed.

The mistake leaders make?
Trying to manage everyone the same way.

The leaders who succeed do this instead:

✅ Adapt their communication
✅ Adjust their feedback style
✅ Respect different motivators
✅ Lead with curiosity, not assumptions

One leadership style won’t work for four generations.

But one mindset will:
Listen first. Lead second.

If you’re leading a multi-generational team, here’s a simple check:

Are you managing people… or are you understanding them?

That difference shows up in engagement, trust & performance every single day.

👇 Which generation do you find hardest to lead and why?

Most meetings don’t fail because of people. They fail because of bad rules.

This framework challenges how most organisations think about meetings.

And honestly, many teams would save hours every week if they applied even half of it.

📌 Here are a few meeting principles leaders can learn from this approach:

1️⃣ Avoid big meetings:
<> Large meetings slow decisions and dilute accountability.
<> If everyone doesn’t need to be there, they shouldn’t be.

2️⃣ Ditch frequent meetings:
<> Meetings should solve problems, not become routines.
<> Once the issue is resolved, the meeting should stop.

3️⃣ Leave if you’re not contributing:
<> Staying silent in a meeting doesn’t equal collaboration.
<> If you’re not adding value, it’s better to step out.

4️⃣ Be clear, not clever: 
<> Simple language beats jargon every time.
<> Clarity speeds up understanding and execution.

5️⃣ Talk to people directly:
<> Too many layers create delays and confusion.
<> Direct conversations lead to faster decisions.

6️⃣ Use common sense over blind rules: 
<> If a rule doesn’t help progress or fit the situation, question it.
<> Logic should always outweigh the process for the sake of the process.

👉 What I often tell leaders is this:
Meetings are not a calendar problem.

They’re a leadership discipline problem.

When meetings are intentional, focused & outcome-driven, teams move faster without burning out.

If your meetings feel exhausting, the solution isn’t another meeting.

It’s better decision-making around when and why you meet.

📌 Which of these rules do you think would change your meetings the most?

Strong leadership isn’t about big speeches.
It’s about the words you choose especially in tough moments.

I often tell leaders this in my sessions:
Your language shapes your culture more than your title ever will.

This board says it perfectly.
These are not soft statements.
They’re signals of confidence, trust & maturity.

📌 Here’s why these words matter:

🗣️ “What’s your take?” 
→ You value thinking, not hierarchy.

🗣️ “I trust you.” 
→ You empower, not micromanage.

🗣️ “I was wrong.” 
→ You model accountability.

🗣️ “Great work.” 
→ You reinforce the right behaviors.

🗣️ “Run with it.” 
→ You create ownership.

🗣️ “How can I help?” 
→ You lead by support, not control.

🗣️ “You decide.” 
→ You build future leaders.

🗣️ “Let’s celebrate.” 
→ You don’t move the goalpost on success.

🗣️ “I’ve got your back.” 
→ You create psychological safety.

🗣️ “Thank you.” 
→ You don’t take effort for granted.

🗣️ “Teach me.” 
→ You stay curious, not ego-driven.

🗣️ “We’ll figure it out.” 
→ You bring calm in uncertainty.

Strong leaders don’t pretend to have all the answers.
They create environments where answers can emerge.

If you’re a manager
try this simple exercise today:

👉 Replace one controlling sentence this week with one of these.

Culture doesn’t change overnight.
It changes one conversation at a time.

Which of these phrases do you use most often and which one do you want to use more? 👇

High performance doesn’t come from pressure. It comes from support.

One pattern I see repeatedly in organisations is this:

Leaders expect results without setting people up to succeed.

× Support is not hand-holding.
✓ Support is creating the conditions where people can perform confidently and consistently.

👉 From my experience working with teams, effective support comes down to three fundamentals:

1️⃣ Give people the right tools
Talent struggles when systems, technology, or resources are missing.
Capability grows when people are equipped properly.

2️⃣ Provide clear guidance and training
Assumptions create confusion.
Simple instructions, regular feedback, and skill-building accelerate progress.

3️⃣ Offer ongoing encouragement and feedback
People don’t improve in silence.
Timely feedback and recognition keep momentum alive.

👉 Where leaders often go wrong is here:

× They assume people already know what to do.
× They ignore individual strengths and challenges.
× They provide tools without training.
× They delay feedback until it’s too late.
× They overload instead of supporting.

👉 When support is done right, the impact is visible:

✓ People work with more clarity and confidence.
✓ Performance improves naturally.
✓ Engagement increases.
✓ Results become consistent.
✓ Teams grow stronger & more collaborative.

If leaders want accountability, they must first provide enablement.

Because people don’t fail due to lack of effort.
They fail when the system around them makes success harder than it should be.

The real question for leaders is simple:

👉 Are you demanding results, or are you designing support?

Most people think charisma is about being loud, confident, or dominating the room.
In reality, it’s about making others feel seen, heard, and valued.

That’s why Dale Carnegie’s principles still work—decades later.

Here are 7 timeless rules of charisma that I often share in leadership and communication trainings:

1️⃣ Smile (and mean it)
A genuine smile disarms people instantly. It signals warmth, safety, and confidence—without saying a word.

2️⃣ Make people feel important
Eye contact. Curiosity. Presence.
When people feel important around you, they remember you.

3️⃣ Be a good listener
Charismatic leaders don’t wait to speak.
They listen to understand & respond thoughtfully.

4️⃣ Remember names (this one matters more than you think)
A person’s name is deeply personal.
There’s a reason the CEO of Chanel is known for remembering the names of thousands of employees. It builds instant trust and belonging.

5️⃣ Use confident body language
Stand tall. Keep your gestures open.
Your body often speaks before your words do.

6️⃣ Pause before speaking
Silence isn’t awkward. It’s powerful.
A short pause shows control, clarity & confidence.

7️⃣ Use humor (lightly)
You don’t need to be a comedian.
A warm smile or a gentle joke makes you approachable and human.

Charisma isn’t about impressing people.
It’s about connecting with them.

And the good news?
Every one of these skills can be learned, practiced, and strengthened.

Which one do you think leaders underestimate the most?
Let’s discuss in the comments. 👇

Hemant Patel

Grateful for the openness and reflection you brought into the session, Maya Rokka

When HR professionals engage with Emotional Intelligence this honestly, the ripple effect on culture, trust, and leadership is real.

For over two decades, I do what I do because it makes a difference — in conversations, in choices, and in how people show up for one another at work.

Moments like these remind me why this work matters.
Thank you for sharing your experience.

HR Professional | Talent & Culture | Employee Engagement | HR Operations

I am grateful to have completed the “Lead with EQ” session with PS Learning Lounge 
A special appreciation to Ms. Shilpi Khanna for her practical, insightful, and engaging facilitation. Her ability to connect Emotional Intelligence with real workplace realities made the learning highly relevant and actionable.
#Key Takeaways that truly resonate in HR’s daily life:
-Understanding how emotions influence behavior, decisions, and leadership impact
-Practicing self-awareness and self-regulation, especially under pressure
-Responding thoughtfully rather than reacting, critical in employee relations
-Applying emotionally intelligent communication during difficult conversations
-Creating trust, empathy, and psychological safety within teams
As HR professionals, EQ is not just a skill, it’s a daily practice that shapes culture, engagement, and leadership effectiveness.
Looking forward to applying these learnings to build more human-centric, resilient, and empathetic workplaces.
#LeadWithEQ #EmotionalIntelligence #HRLearning #LeadershipDevelopment #PeopleFirst #ContinuousLearning

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