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In this short article, I want to explore 3 different but inter-connected topics in my mind. The first, high value to work experience and work-life-balance; second youth, skills & employment and third our mindset.

Work Experience & Work-life-balance

Throughout my career I have come across candidates, employees & colleagues, who often introduce themselves proudly by their years of professional experience. I am sure there are many reasons for everyone to be proud their years of work experience. However, work experience has many facets such as quantity, quality, variety, intensity and relevance.

Does quantity of experience matter at all? How does one ensure experience is qualitatively good and relevant to the times? What is the variety in experiences that people should create to ensure there is improvement in the overall quality (of their experience)? In a world where conversations around work-life-balance has been blown out of proportion; what is the right intensity of experience you need to maintain throughout your tenure to ensure your experience is rich in its content. …


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In the last decade multiple startups have come forward with an aim to bring more technology into HR and solve as one says in the startup world “real problems”. I have often wondered if that was true? If it were true, adoption of HR Tech by companies would have increased significantly. …


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When we grow in our professional lives, we tend to develop a particular style of operation along with a unique set of skills. Our personality brings in certain attributes into our style of functioning. When we grow to become leaders, this style of operation tends to come under sharper scrutiny by people around us, as it starts impacting their ways of working.

Each individual has a style. It is but natural that people like to operate in a method that seems to work best for them. The interesting dimension however is when a leader (consciously or sub-consciously or unconsciously) starts to impose his/her style of working on the people around him/her or the organization at large. Personal values of leaders are known to significantly impact how Organization’s values are defined. It is also known that many great Organizations are built by people with strong values & character. Going beyond values, when leaders start imposing their style of functioning on rest of the organization, how does this impact the functioning of the organization? …

About

PGC is a boutique Management Consulting firm engaged in the business of enabling its clients to transform their Org, Culture & Capabilities.

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