Jaspreet Bhatia

MDI Gurgaon is delighted to share Prof. Puneet Arora's thought-provoking article insights on performance reviews featured in The Statesman! Prof. Arora expertly unpacks how unconscious bias, gender stereotypes, and flawed rating systems impact performance reviews in workplaces and universities. A must-read for anyone rethinking fairness and merit. #FacultyInsights #PerformanceReview #WorkplaceBias #HigherEducation #MDIGurgaon Management Development Institute, Gurgaon

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Navigating HR Compliance Just Gat Easier! We're excited to share our newly updated HR Handbook on Statutory Compliance -a practical guide designed to help HR professionals and businesses stay aligned with India's complex regulatory framework. Covers key areas like: Labour Laws Employee Benefits (PF, ESI, Gratuity) Contract Labour & Wages Workplace Policies Compliance Checklists & More Whether you're scaling up or streamlining your processes, this handbook simplifies statutory obligations to support compliant and ethical HR practices. Perfect for HR teams, business leaders, and startup founders. Let's make compliance less confusing, and more actionable. #HRCompliance #StatutoryCompliance #HRHandbook #HumanResources #LabourLaw #BusinessSupport #ComplianceSimplified

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💡 I’ve Interviewed 1,000+ CXOs — Here’s What I’ve Learned About Spotting Great Leaders in 30 Minutes In the last 20+ years at Dimensions HRD, we’ve led CXO and leadership hiring across India, the Middle East, and beyond — working closely with founders, boards, and HR heads to identify leaders who can transform businesses. And after interviewing more than 1,000+ senior leaders — across industries like BFSI, tech, healthcare, real estate, and consumer businesses — I’ve realized something powerful: 👉 Truly exceptional leaders reveal themselves within the first 30 minutes. Here’s what we look for — and what helps our clients make better, faster hiring decisions: 🔍 1. They Speak in “Why,” Not Just “What” Top-tier leaders don’t just talk about roles and KPIs — they talk about purpose, impact, and learning. Their career moves are intentional. 📌 One CFO told me how a failed IPO taught him humility, timing, and stakeholder communication. That insight stayed with me more than any financial achievement. 🔄 2. They Flip the Interview Great leaders ask smart, difficult questions. They’re already thinking like partners — not just jobseekers. 🧠 One CHRO asked: “What’s the one behavior in your leadership team that you’re struggling to shift?” That’s someone ready to lead culture from day one. 🔥 3. They Combine Clarity with Humility They know their superpowers — but also where they need strong people around them. That mix of confidence and coachability is rare, and priceless. 🧬 4. They Prioritize Culture, Not Just Strategy We’ve seen repeatedly that companies hiring for cultural alignment outperform those who only chase skills. 🛠️ 5. They Bring Real Stories, Not Jargon Top leaders give honest, contextual stories. Not buzzwords, not fluff. 📖 A business head once shared how she personally led townhalls across 100+ locations during a restructuring. That’s boots-on-ground leadership. 🚀 Why This Matters for Hiring Today In today’s market, resumes don’t differentiate leaders. Narratives do. Depth does. Character does. And this is exactly where our executive search process adds value: We don’t just filter profiles — we decode leadership DNA. We act as thought partners to founders and HR teams. We help you avoid expensive hiring mistakes and move with clarity and confidence. ✅ Let’s Talk If you're building a leadership team — whether you're a high-growth startup, a regional conglomerate, or a PE-backed company expanding into new markets — I’d be happy to share how we help companies like yours attract and retain the right CXO talent. 📩 Just drop a message or comment ‘CXO Hiring’ and I’ll reach out personally. Let’s connect on [email protected] #ExecutiveSearch #LeadershipHiring #CXO #Headhunting #FounderSupport #TalentAdvisory #BusinessGrowth #RecruitmentStrategy #MiddleEast #India #HiringPartner

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Psychological Safety: Connecting the Dots Across Time In 2014, as I moved from Mumbai to Delhi to head training for the North Zone, a colleague said something that lingered:   "After working with you, it’s difficult to work with anyone else."   Curious, I asked why.   He replied, "You taught us to speak. That becomes a problem under other leaders."   At the time, I smiled—half flattered, half unsure if it was just praise. In 2016, a colleague who had just been promoted said:   "After our argument, I never thought you’d promote me."   I responded, "The argument was about a situation, not the person. I value people who speak up. Either I convince you, or you convince me—and then we move forward."   That moment reminded me: disagreement, when handled with respect, is a sign of trust—not defiance. Two weeks ago, an ex-colleague recalled an incident where he’d made a mistake.   "You pointed it out once, helped me find the root cause, assessed the impact, and sat with me to fix it. You never brought it up again. That shaped my behavior—I never repeated that mistake."   He added, "It felt natural to come and share the mistake."   That struck me deeply. These moments—scattered across years—recently came into focus as I read The Fearless Organization by Amy Edmondson. Her doctoral research began with a hypothesis:   Good teams make fewer mistakes than bad ones.   But the data surprised her.   Better-performing teams actually reported more errors than others. Confused, she conducted focus groups and discovered the truth:   Mistakes happen everywhere. But psychologically safe teams speak up.   They don’t hide. They don’t fear. That’s when it all clicked. Leadership isn’t just about strategy or execution. It’s about the climate we create.   A psychologically safe culture is shaped by everyday choices: - Listening without judgment   - Separating the person from the problem   - Encouraging dissent   - Responding with empathy   - Letting mistakes become lessons, not labels If we say there's a lack of psychological safety in the organization, we must first look within.  An organization is a collection of individuals—just as an ocean is a collection of water drops. Let’s choose to be the drop that makes others feel safe to speak. #LeadershipDevelopment #PsychologicalSafety #TheFearlessOrganization #CultureMatters

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Happy to share that my thoughts on navigating workplace relationships have been featured in The Indian Express alongside voices from across industries. Workplace romance is one of those grey zones HR often hesitates to address. But ignoring it doesn’t make it disappear – in fact, it often makes things harder for everyone involved. In my years of working with agencies, startups, and fast-growing teams, I’ve learned that: 💡 When people spend 8–10 hours a day building something meaningful together, personal bonds are bound to form. 💡 The challenge isn’t the relationship itself – it’s how we manage it, balancing maturity, fairness, and team trust. Some key takeaways I shared in the piece: ❌ Don’t let gossip dictate the narrative. ❌ Don’t overlook power imbalances. ✅ Do set clear policies and expectations. ✅ Do protect confidentiality and professionalism. At the end of the day, optics matter. People need to know that decisions are based on merit, not bias – and that the workplace is still a safe, fair space for everyone. If you’re curious, here’s the full article: https://lnkd.in/dt_H9ei6

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