Shivaani Talesra

🚌 𝗧𝗵𝗲 𝘁𝗿𝗮𝗶𝗻𝗲𝗿 𝗶𝘀 𝗮 𝗰𝗼𝗻𝗱𝘂𝗰𝘁𝗼𝗿. 𝗕𝘂𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗺𝘂𝘀𝘁 𝗱𝗿𝗶𝘃𝗲 𝘁𝗵𝗲 𝗯𝘂𝘀. Trainers bring energy, insight, and structure — much like a conductor brings rhythm to an orchestra. But unless the organisation takes the wheel, learning remains an isolated event, not a lasting change. 💡 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝘀𝗻'𝘁 𝗮 𝗼𝗻𝗲-𝗱𝗮𝘆 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽. 𝗜𝘁'𝘀 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲. And building that culture requires more than just booking a training session. 🔑 Here’s how organisations can drive a strong learning culture: 𝗘𝗺𝗯𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗲𝘃𝗲𝗿𝘆𝗱𝗮𝘆 𝘄𝗼𝗿𝗸 – Encourage microlearning, peer learning, and knowledge-sharing across teams. 𝗜𝗻𝘃𝗼𝗹𝘃𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 – Ensure leaders follow up on training takeaways and role-model continuous learning. 𝗟𝗶𝗻𝗸 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝗴𝗼𝗮𝗹𝘀 – Make learning part of performance reviews and career growth paths. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗹𝗲𝗮𝗿𝗻𝗲𝗿𝘀 – Recognise those who apply new skills or complete learning initiatives. 𝗖𝗿𝗲𝗮𝘁𝗲 𝘀𝗮𝗳𝗲 𝘀𝗽𝗮𝗰𝗲𝘀 – Let employees ask questions, make mistakes, and grow without fear. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗼𝗻𝗴𝗼𝗶𝗻𝗴 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 – Reinforce training with coaching, toolkits, and refreshers. 𝗧𝗿𝗮𝗶𝗻𝗲𝗿𝘀 𝗰𝗮𝗻 𝗶𝗴𝗻𝗶𝘁𝗲 𝘁𝗵𝗲 𝘀𝗽𝗮𝗿𝗸 — 𝗯𝘂𝘁 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝘄𝗵𝗲𝗻 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗗𝗡𝗔. 🚦So, is your organisation waiting for the conductor… Or ready to drive the bus? #LearningCulture #CorporateTraining #SoftSkillTrainer #LeadershipDevelopment #GrowthMindset #OrganisationalLearning #HRLeadership #CorporateTrainer #WorkplaceGrowth

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A founder once asked me, “Unnati, what exactly is an HR Audit? Do we really need it?” Here’s how I explained it. Think of your company like a house. You’ve built the rooms (teams), decorated the interiors (culture), and invited people in (hiring). But every now and then you need to check if the wiring is safe, if the plumbing works, if the walls are holding up. That’s what an HR Audit does. It’s not about finding faults. It’s about making sure your policies, payroll, compliance, onboarding, and people practices are safe, sustainable, and ready to grow. Who needs it? 👉 Startups scaling from 10 to 50+ employees 👉 Founders managing teams without formal processes 👉 Companies where “we’ll fix HR later” has been the default mode At UAC, we’ve seen audits transform chaos into clarity, where founders finally stop firefighting and start focusing on growth. So if you’re asking, “Do we need an HR Audit?” Chances are, you probably do.

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Fantabulous Friday everyone 🌼 Let me throw some light on “neuroplasticity”. I watched an interesting podcast on this topic today by Dr Sweta Adatia and it was a learning spree for me. Thought of sharing few highlights: 🧠Neuroplasticity refers to the brain's ability to reorganize and adapt throughout life in response to new experiences, environments, and learning. This concept challenges the long-held idea that the brain is a fixed, unchangeable entity that cannot be modified after a certain age. Neuroplasticity allows the brain to: 1. Reorganize: Form new connections between brain cells (neurons) and pathways. 2. Adapt: Change the strength and efficiency of existing connections. 3. Compensate: Develop new ways of processing information to overcome challenges. ⭕️Rewiring the brain involves creating new neural connections and pathways through: 1. *Practice and repetition*: Consistently practicing new skills or behaviors. 2. *Learning and challenge*: Engaging in mentally stimulating activities. 3. *Neurofeedback and mindfulness*: Training the brain to focus and adapt. 4. *Physical exercise*: Promoting blood flow and neurotrophic factors that support neural growth. 5. *Sleep and relaxation*: Allowing the brain to consolidate new connections and recover. Some practical ways to rewire your brain include: 1. *Meditation and mindfulness*: Regular practice can change brain structure and function. 2. *Cognitive training*: Engage in brain teasers, puzzles, and learning new skills. 3. *Physical activity*: Regular exercise promotes neural growth and adaptability. 4. *Novelty and exploration*: Engage in new experiences, travel, and learning. 5. *Social connection*: Nurture relationships and build social support networks. By understanding neuroplasticity and applying these strategies, you can: 1. *Improve cognitive function*: Enhance memory, attention, and problem-solving. 2. *Build resilience*: Develop coping mechanisms and adapt to challenges. 3. *Enhance creativity*: Foster new connections and innovative thinking. Neuroplasticity offers hope for personal growth, recovery, and development throughout life. #neuroplasticity #learnsomethingnew #coach #growth

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✨ Onboarding is often seen as a checklist activity - policies, processes, a couple of PPTs, and done. But in reality, it is also the moment of truth for employees. It is when they decide: “Do I belong here? Do I want to give my best here?” In one of my recent sessions (picture below), I saw how powerful it can be when onboarding goes beyond induction. When it becomes about behaviours, stories, and experiences that reflect the organisation’s culture. Add gamified modules on top, and suddenly people are not just listening - they are genuinely engaging. In fact, in one of Tap for Talent’s PSU cohorts, we saw a 60% jump in retention post-training when behavioural onboarding was done right. Because culture change does not start with posters on the wall. It starts with onboarding. It starts with Headsup Corporation!

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✨ “Policies tell you what to do. Case laws show you what happens when those policies are tested.” This thought framed our IC capacity building session at one of Aaraambh's clients yesterday. We began with a simple question: “Is having a POSH policy enough?” Most nodded yes. But as we unfolded real case laws, the room grew quieter and the learning deeper. 🏛 Aureliano Fernandes vs. State of Goa & Others (2023) reminded us that fairness and impartiality aren’t optional. The Supreme Court made it clear: every IC inquiry must be transparent, reasoned, and free from bias. 🏛 Dr. Malabika Bhattacharjee vs. ICC, Vivekananda College & Others (2023) showed us the power of documentation. Here, the Delhi High Court upheld an ICC report because it was fair, detailed, and well-drafted. A strong report, we realized, doesn’t just serve justice, it protects both IC and organization. 📌 Kerala High Court, WA No. 1622 of 2025 sparked the most discussion. The Court ruled that a written complaint is mandatory, oral or anonymous complaints alone cannot trigger POSH proceedings. For IC members, this was a wake-up call: every complaint must be written, signed, and documented. By the end of the session, participants saw policies in a new light. A policy is just a framework, real understanding comes when you see how courts apply it. And that’s the journey we’re committed to at Aaraambh: helping ICs not just know the law, but live it in practice. 🌟 ❓Is your IC updated with the latest POSH case laws? 👉 Let’s work together to build workplaces that are safe, fair, and compliant. Seema Chauhan LinkedIn LinkedIn News India LinkedIn Guide to Creating LinkedIn for Learning LinkedIn News #POSH #WorkplaceSafety #ICTraining #CaseLaws #CapacityBuilding #WorkplaceCompliance #SafeWorkplace #Aaraambh

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