Divya Singh

A positive work culture is essential for attracting and retaining top talent.

Employees are more likely to stay with a company that has a positive culture, and they're more likely to be productive and engaged.

So, how do you create a positive work culture?

Here are 7 “power strategies“ anyone can try:

1) Start with your values.

- What are the core values of your company?
- What do you stand for?

Once you know your values, communicate them to your employees and make sure they're reflected in everything you do.

2) Create a sense of belonging.

People want to feel like they belong to something bigger than themselves.

Create a sense of community in your workplace by hosting social events, encouraging collaboration, and celebrating successes together.

3) Invest in your employees.

Show your employees that you're committed to their growth and development.

Offer training and development opportunities, and encourage them to take on new challenges.

4) Provide work-life balance.

Employees need to have a life outside of work.

Offer flexible work arrangements and encourage your employees to take time off.

5) Recognize and reward good work.
.
When your employees do a good job, be sure to recognize and reward them.

This shows that you appreciate their hard work and dedication.

6) Create a positive physical environment.

Make sure your workplace is clean, safe, and comfortable.

This will help your employees to be more productive and engaged.

7) Lead by example.

The best way to create a positive work culture is to lead by example.

Be respectful, positive, and supportive. Show your employees that you're committed to creating a great place to work.

Remember A positive work culture is not something that happens by accident.

It takes time and effort to create and maintain.

But it's worth it.

When you have a positive work culture, you'll attract and retain top talent, and your employees will be more productive and engaged.

Bonus: Start by surveying your employees to get their feedback on the current state of the work culture.

This will help you identify areas where you need to improve.


PS: Ready to transform your professional presence?

DM me with “Image“ for a personalized 1-1 consultation call.

#ImageConsultant #CorporateTrainer #SoftSkillCoach #imagecoach #resumeexpert #india #corporatetraining

Happy Diwali to you and your family and closed ones!

May the joy of Diwali sparkle through your life and career.

And may you keep prospering throughout the year.

I am glad to be spending time with my family during this festive season.

What are your plans this Diwali?

Share them below.

Let's chat.

120% Salary hike in just 1 Month through LinkedIn in 2024.

The game's changed in 2024.

Forget generic applications – recruiters are on LinkedIn, searching for the perfect fit.

Here's how to use the new algorithm to your advantage:

1) Target Your Profile Like a Laser

Gone are the days of spraying and praying.

LinkedIn rewards focus.

• Keyword Magic: Identify the skills and experience your dream job demands.

Weave those keywords throughout your profile – headline, summary, and experience sections.

• Visual Appeal: Ditch the stock photos. Use high-quality visuals that showcase your professionalism and brand.

Pro Tip: Don't just list duties – quantify your achievements! Numbers grab attention (e.g., “Increased efficiency by 25%“).


2) Level Up with LinkedIn Premium (But Strategically)

Premium features can be a game-changer:

• Advanced People Search: Find decision-makers at your target company.

• See Who Viewed Your Profile: Engage with recruiters who've shown interest.

• Courses & Learning: Invest in yourself with relevant LinkedIn Learning courses to boost your skillset.

Remember: Premium is a tool, not a magic bullet. Use it smartly to connect with the right people.


3) Network Like a Champion (Skip the Random Requests)

Quantity doesn't matter anymore. It's about quality connections.

• Find Employees at Your Dream Company: Search by company and connect with current employees in your target department.

• Engage, Don't Just Request: Leave thoughtful comments on their posts, offer congratulations on achievements. Build genuine connections.

Pro Tip: Don't come across as salesy. Focus on providing value and building relationships.


4) Become a Content Creator (Even Mini-Posts Work)

The algorithm loves fresh content. Share short, engaging posts about your industry.

• Quick Tips: Answer industry questions, share success stories, or showcase your expertise with bite-sized content.

5) Be Patient & Consistent (This Isn't Overnight Magic)

Landing your dream job takes time.

Keep your profile updated, actively network, and post consistently.

Think of it as a marathon, not a sprint.



PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr #linkedinforcreators #founder #coach #corporatetraining

#LinkedIn The Secret Weapon to Ruining Your Career


LinkedIn is a powerful tool that can turbocharge your professional network and open doors to new opportunities.

To make the most of this platform, follow these steps and elevate your networking game:

Step 1: Craft a Professional Profile

Your LinkedIn profile is your digital business card. Create a complete, professional profile by:

✅ Using a clear and concise headline that highlights your skills and experience.

❌ Avoiding vague or excessively long headlines.

Step 2: Connect Strategically

Building your network is essential. Connect with people who matter by:

✅ Adding colleagues, classmates, and former associates you know and respect.

❌ Avoid sending random connection requests to people you don't know.

Step 3: Share Valuable Insights
Show your expertise and get noticed by sharing:

✅ Articles and blog posts relevant to your industry and target audience.

❌ Steer clear of self-promotion and spammy content.

Step 4: Engage in LinkedIn Groups

Join relevant groups to connect with like-minded professionals:

✅ Participate in discussions, ask questions, and share valuable resources.

❌ Don't overcommit by joining too many groups at once.

Step 5: Harness LinkedIn's Search Features

LinkedIn's search tools are your secret weapons:

✅ Use them to find potential connections, job opportunities, and companies.

❌ Don't use search features for spamming.

Step 6: Be Active and Engaged

The key to success on LinkedIn is consistent engagement. Stay active by:

✅ Posting regularly, commenting on others' posts, and actively participating in discussions.

❌ Don't disappear for extended periods and expect people to remember you.


Certainly, here are two more steps to enhance your LinkedIn networking strategy for employees:

Step 7: Request Recommendations

Recommendations from colleagues and supervisors can add credibility to your profile. Don't hesitate to:

✅ Request recommendations from colleagues and supervisors who can vouch for your skills and work ethic.

❌ Avoid requesting recommendations from individuals who don't have firsthand knowledge of your professional capabilities.

Step 8: Attend and Promote Events

LinkedIn often hosts and promotes virtual events, webinars, and conferences. Attend these events and promote your own to:

✅ Expand your knowledge and network by participating in industry-specific events.

❌ Don't spam event attendees; engage in meaningful conversations and connections.

By incorporating these steps into your LinkedIn networking strategy, you'll solidify your professional presence and maximize your career potential.


PS: Ready to transform your professional presence?

DM me “Image“ for a personalized 1-1 consultation call.

#ImageConsultant #CorporateTrainer #SoftSkillCoach #imagecoach #resumeexpert #india #corporatetraining

Your managers are not giving their employees feedback - here's why

→ It might be disconcerting to some.
→ It might even seem like a managerial shortcoming to others.

And that's alright. Perceive it as you wish.

→ But I bring this up for a reason.

Feedback is THE single most crucial element in professional growth for me.

→ Micromanagement is not.

Don't misunderstand:

→ Micromanagement has its place.
→ It helps in certain situations.
→ But micromanagement can stifle rather than nurture.

Beyond routine tasks and basic expectations, feedback is an enabler.

So I choose to use it to amplify the skills and talents that I find most important.

→ I don't choose to scrutinize every detail of a project
→ But I'll invest time in constructive feedback sessions
→ I don't choose to dictate every step of a process
→ But I'll encourage autonomy and offer guidance when needed

The thing is:

→ It's your leadership style.
→ It's not my place to tell you how to manage.

But since employee development is most important to me, if I have the means to amplify their professional experience,

THAT's what I'll choose to focus MORE managerial efforts on.

→ A constructive feedback session is a great example.
→ I could have provided generic comments in half the time.

But since I had the means, why not make the feedback that much more impactful for long-term professional growth?

- If I can afford to recognize an AMAZING effort that will motivate for years?
- I'm gonna acknowledge it.

- If I can create a work environment that fosters growth and creativity?
- I'm gonna invest in it.

And let's get something straight:

→ I manage teams with precision.
→ I'm keenly aware of project timelines.
→ I'm aware of my team's strengths and weaknesses and guide accordingly.

But when it goes beyond that? If I have more?

I'm spending it on empowering my team and the enhancement of a work culture I already value.

That's what effective leadership is all about.



PS: Transform your employees into high-performing assets.

DM Me “GROWTH“ for a consultation call.

#ImageConsultant #CorporateTrainer #SoftSkillCoach #imagecoach #resumeexpert #india #jobs #hiring #corporatetraining #interviewcoach

Your Employees Are Rolling Their Eyes at Your Recognition Program (Here's Why)


🌟 The 4E Blueprint for Recognition Success.

I used to wonder how to create a recognition program that truly lifts the spirits of my team.

Then, I crafted the “4E“ blueprint for my workplace.

Nothing too complex, just pure recognition magic.

Here's a groovy 4-step process to get your team dancing with motivation:

1. Energize.

Feel the pulse of your team. Understand what truly sparks enthusiasm:

- What achievements light up the room?
- What kind of recognition resonates the most?
- Create energy surveys or just have casual chats.
- Keep it simple, like a heart-to-heart conversation.

2. Engage.

Time to hit the replay button:

- Iterate on recognition methods that your team loves.
- Toss away anything that doesn't vibe with them.
- Reflect on what gets you excited about recognizing efforts.
- Eliminate what feels forced; authenticity is key.
- Spot the sweet spot? Dive in with all your heart.

3. Empower.

Let the magic spread:

- Request shout-outs and recognition stories from your team.
- Showcase them on internal platforms and shout it from the virtual rooftops.
- It directs attention to the incredible work happening.
- It's a magical spell to boost morale and, trust me, it's contagious.
- Strive to be recognized at every step – it’s a cycle of empowerment.

4. Elevate.

Now that you've got the rhythm:

- Analyze the data and feedback from your energized team.
- Streamline your recognition process from lessons learned.
- The empowering stories? That's your proof of a motivated team.
- It's showtime! Elevate your recognition program, and yes, it's time to soar.



PS: Transform your employees into high-performing assets.

DM Me “GROWTH“ for a consultation call.

#ImageConsultant #CorporateTrainer #SoftSkillCoach #imagecoach #resumeexpert #india #jobs #hiring #corporatetraining #interviewcoach

Free Your Manager (and Yourself) from Meeting Purgatory ( Here is How).


Sick of endless, aimless meetings?

Tired of watching the clock tick away as you drown in unproductive discussions?

It's time to unleash the ultimate time-saving ninja framework and slash those wasted hours.

Here's the breakdown:

1. The Prelude

→ Lay the groundwork for purposeful meetings (skill/passion)
→ Set the tone for effective communication
→ The value of your prelude sets the stage for meeting success

Focus on:

- Establishing consistent meeting goals
- Relating anecdotes to engage participants
- Crafting an environment conducive to productivity

2. Transition from Chaos → Order

→ Capture attention with a structured agenda
→ Share success stories of past efficient meetings
→ Get participants actively involved – make them active contributors

Focus on:

- Igniting interest through a well-defined agenda
- Engaging participants in meaningful discussions
- Creating a meeting community that values time

3. Shift from Boredom → Engagement

→ Deliver valuable content that aligns with meeting goals
→ Share effective strategies to streamline processes
→ Identify and collaborate with meeting influencers

Focus on:

- Thought-provoking content that sparks discussion
- Pose questions that stimulate participant input
- Foster a community where ideas flow freely

4. Transform from Indifference → Advocacy

→ Involve your team in refining meeting processes
→ Dedicate time to documenting and optimizing steps
→ Embrace vulnerability and cultivate a purposeful meeting culture

Focus on:

- Seeking inspiration from effective meeting leaders
- Share insights with those still mastering the art
- Welcome constructive feedback to enhance your approach

5. Metamorphose from Skepticism → Buy-In

→ Demonstrate why participants should invest their time
→ Make them feel integral to the meeting's success
→ Equip them with the knowledge to elevate their contribution

Focus on:

- Establishing credibility through personal meeting experiences
- Onboard participants with enthusiasm and shared goals
- Strive for victory as you collectively build towards meeting excellence

6. Evolution from Clients → Advocates

- Attract your next advocate from the satisfied participant
- Repeat the process with an enhanced, tailored meeting format
- Elevate your meeting value with proven success and streamlined efficiency

→ Now you have a meeting structure that people will embrace.
→ Now you have a meeting framework that transforms skeptics into advocates.

People attend for the agenda.
But they stay for efficiency.


PS: DM me 'Success” for a free career growth webinar.


#ImageConsultant #CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hrinsights

In 2022, I landed my dream job as a Consultant,


But little did I know the nightmares that awaited.

→It might sound like a dream come true to some aspiring consultants.
→It might even feel like the pinnacle of success to others.

→Adaptability in the consulting landscape is THE single most important thing for me.

Rigidity is not.

Don't get me wrong:

→Structure is necessary.
→Expertise helps consultants navigate complex problems.
→But being stuck in the same old approaches stifles innovation.

Beyond just meeting client expectations and delivering results, adaptability is a game-changer.

So, I choose to use it to thrive amidst the challenges of consulting.

→I don't choose to micromanage every client interaction.
→But I'll encourage out-of-the-box solutions to complex issues.
→I don't choose to confine myself to traditional methodologies.
→But once in a while, I'll empower my team to pioneer new approaches.

Tips for Excelling in Consulting

1. Empower, Don't Constrict
2. Foster Creative Problem-Solving
3. Trust Your Expertise
4. Provide Support, Not Limitations

The thing is:

→It's your consultancy career.
→It's not my place to dictate every client interaction.

But since adaptability is most important to me, if I have the means to thrive amidst the challenges of consulting, THAT's what I'll choose to focus MORE on.

Encouraging innovative solutions is a prime example.

I could have stuck to conventional methods for every client project.

But since I had the means, why not make something we'll remember for a professional lifetime that much more impactful?

If I can empower my team to navigate client challenges with ingenuity?
I'm gonna encourage it.

If I can cultivate an environment that sparks inventive problem-solving?
I'm gonna invest in it.

PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr #linkedinforcreators #founder #coach #corporatetraining #linkedin

The Leadership Secret No Manager Tells You: It's Not About Charisma, It's About This.

Cracking the Leadership Code: It's Not About Charm, It's About This.

Step 1: Look Inside.

Think about how you lead.

Are you feeling strong and positive?

Or a bit confused and stressed?

Keep an eye on these feelings and figure out what makes them tick.

- What makes you happy or frustrated about leading?
- Think about the good and bad moments. What's the deal there?

When I did this, I realized I needed to talk more clearly with my team. It was a game-changer.

Step 2: Take Charge.

Say this to yourself: “I'm the boss of how I lead.“

It means you're in control.

Don’t blame others for how you feel.

- Hate parts of your leadership job? You can change it.
- Frustrated with your team? You can talk it out.

It seems tough, but making small changes helps right away.

You take control and see that you can fix problems.

Step 3: Picture Your Perfect Leadership.

Answer these:

- What’s your dream day as a leader?
- Do you like plans or surprises in your leadership style?
- What values matter most to you in leading?
- How do your team and others fit into your dream leadership life?

Dig a bit:

- Does being understanding and serving your team sound good?
- Maybe you like staying flexible as a leader?
- How do you balance big goals with taking care of your team?
- Think about your ideal workplace and how your team works together.

Step 4: Make a Move.

Take all your answers and create a mental picture of your perfect leadership.

When you need a boost, bring up that picture to push you forward.

Now, work backward:

- Fix things to sleep better.
- Build a team that’s with you in the long run.
- Set up a money plan for your big goals.
- Start doing mindfulness stuff regularly.

Remember, small steps lead to big wins. Like fixing a puzzle one piece at a time.


PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#ImageConsultant #CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr

Here’s something my mentor taught me:

He says,

“Your journey to success should not be cheap.”

Here’s what he means:

When we often embark on a professional journey,

We often fall prey to free resources.

That means we do not invest the money in what we need:

Maybe a subscription. Or a course.

Rather, we are often willing to spend money on:

1.⁠ ⁠Dinners
2.⁠ ⁠⁠Outings
3.⁠ ⁠⁠Meetups
4.⁠ ⁠⁠Birthdays

But when it comes to invest in personal growth, we try to cut and save money.

The point being this:

Whenever you invest in yourself, it will always come back 10 folds.

Compared to the other ways we spend, they don’t come back.

And this one thing changed the way I look at things.

And I have never once since ignored investing in myself.

What one lesson someone imparted can you never forget?

Transforming my team into loyal rockstars was a game-changer.

→ Countless inspired individuals
→ Bid farewell to mundane work routines
→ Surpassed all conventional leadership norms
→ Embraced a culture of mutual success
→ Liberated from the shackles of traditional management

What if you could:

→ Witness your team's unprecedented dedication
→ Share meaningful moments with a united workforce
→ Cultivate a collaborative environment
→ Celebrate success as a harmonious collective
→ Empower your team to work on their terms
→ Experience a vibrant workplace transformation

I'm no management guru:

→ No fancy leadership degree
→ Not the smartest in the room
→ Far from a corporate accolade magnet
→ Yet, my team thrives like loyal rockstars

But:

→ I uncovered the transformative question
→ Committed to nurturing their potential
→ Refused to succumb to conventional norms
→ Invested time to understand individual aspirations

Remember this:

→ Foster creativity within your team
→ Strategically align individual strengths
→ Relentlessly pursue a culture of loyalty
→ Be the leader you always envisioned
→ Stand ready to unleash the potential they truly deserve

No one will do it for you, but guidance is within reach.



PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#ImageConsultant #CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr

Starting my Coaching business with 0 1:1 experience was not easy.

I struggled in the beginning with:
→ My Personal Brand
→ Sharing my stories
→ Charging rightly


This is how I built my Personal Brand:
→ Upskilling
→ Mindset goals
→ Learning from the best
→ Creating mental models
→ Helping others & asking for help



I have now helped 8350+ people in their careers.

And I do not miss working at a company.

Especially because I get to help so many people today.

And I want to help you with these as well.

If you want to grow in your career OR

Want to rewrite your corporate story,

DM me “Growth” and let’s have a chat.

The 4 Worst Bosses of All Time (And How to Avoid Them)

Did you know that bad bosses can ruin your entire work experience?

In fact, 70% of employees cite their manager as the primary reason for leaving their job.

So, let's identify the 4 worst bosses out there and learn how to steer clear of them:

𝟭. 𝗧𝗵𝗲 𝗠𝗶𝗰𝗿𝗼-𝗠𝗮𝗻𝗮𝗴𝗲𝗿

This boss is all about micromanaging every aspect of your work.

- Your expertise means nothing to them.
- Your independence means nothing to them.
- Your creativity means nothing to them.

Don't fall into the trap of relying on past successes to impress them.

Instead, show initiative.
Offer solutions, not just problems.
Support your coworkers relentlessly.

→ Those who adapt will earn the respect they deserve.

𝟮. 𝗧𝗵𝗲 𝗜𝗻𝘀𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗲 𝗜𝗴𝗻𝗼𝗿𝗲

This boss lacks empathy and fails to connect with their team.

- Invest in improving your emotional intelligence.
- Invest in building strong relationships.
- Invest in understanding your team members' needs and motivations.

- Schedule regular one-on-one meetings.
- Offer personalized recognition.
- Foster a culture of appreciation and camaraderie.

→ Invest in your growth when others shy away.

𝟯. 𝗧𝗵𝗲 𝗚𝗿𝗮𝗻𝗱𝗶𝗼𝘀𝗲 𝗔𝗯𝘂𝘀𝗲𝗿

This boss ignores the contributions of junior colleagues.

Mentor and support your less experienced coworkers.

Acknowledge the value of fresh perspectives.

Embrace the innovative ideas newcomers bring to the table.

→ Forge new alliances. Expand your network within the company.

𝟰. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗽𝗹𝗮𝗰𝗲𝗻𝘁𝗲

This boss lacks communication skills and fails to inspire their team.

Develop your communication skills.
Lead by example.
Create a positive and empowering work environment.

→ Be the kind of leader people want to follow.

Work shouldn't be a nightmare because of bad bosses.

Recognize the signs and take action to avoid them.

What steps will you take?


PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr #linkedinforcreators #founder #coach #corporatetraining

Are you an introvert?

This networking method slashes 90% of anxiety:


1. Embrace introversion:
→ Value quiet time, self-care, & visualisation.
→ Make your introverted self a superpower.


2. Release tensions:
→ Forgive your past, awkward interactions.
→ Approach networking with a fresh mindset.


3. Simplicity is key:
→ Focus on genuine, quality connections.
→ Have meaningful conversations & follow-ups.


4. Consistency is key:
→ Do not just stop after a while.
→ Keep on showing up, baby steps.


5. Ask for help if needed:
→ Create friends who understand you.
→ Never hesitate to ask them for small help.
→ It could be for rehearsing, or just prep work.


As said by Gandhi, “In a gentle way, you can shake the world.”

Try to apply these techniques, and get back to me.

DM “Growth” to accelerate your career.

A toxic manager can spoil your career.


Their negative behavior and management style can lead to,

- Decreased job satisfaction,
- Higher stress levels,
- And hinder your professional growth.

Here are some tips:

⭐ Imagine Your Ideal Boss

Your ideal boss would be approachable, fostering an open-door policy that encourages discussions.

They'd communicate clearly and listen to your ideas, valuing your input.

They would have a fair management style, treating everyone with respect and ensuring equal opportunities for growth.

⭐ Sleuthing Their Track Record

While researching their past positions, you notice a pattern of high turnover within their teams.

This suggests that the manager might have difficulty retaining talent or creating a positive work environment.

⭐ Listen to Your Gut

During the interview, you pick up on subtle cues indicating a lack of genuine interest in your questions or concerns.

Your gut feeling tells you that there might be a disconnect between your values and the manager's approach.

⭐ Dig Deeper into “Who They Really Are

Through casual conversation, you discover that the manager spends weekends volunteering at a local animal shelter.

This insight into their compassionate side aligns well with your own values and suggests they might be a considerate and caring leader.

⭐ Observe Their Communication Style

During the interview, you notice that the manager actively listens to your responses, nodding and asking follow-up questions.

They encourage you to ask questions and provide thoughtful answers, indicating a manager who values collaboration and open dialogue.

⭐ Evaluate Their Reaction to Challenges

When presented with a hypothetical scenario involving a team conflict, the manager immediately starts brainstorming solutions and suggests involving team members in finding a resolution.

This reaction reflects their problem-solving skills and collaborative approach.

⭐ Analyze Their Team's Success

When asked about their team's achievements, the manager proudly discusses how their team successfully launched a complex project ahead of schedule.

They provide specific examples of team members' growth, indicating effective leadership and a thriving team environment.



PS: If you want to UPSKILL yourself, then sign up for our upcoming workshop on,

“Communicate with Confidence”, the link is in the comments.


#communicationcoach #imageconsultant #softskillstrainer #corporatetrainer

“Have you checked out the resumes for the job opening?“ my coworker asked.

“Yeah, I've been going through them,“ I replied.

This was a typical chat at work. But one resume made me stop and think.

The next day, I was going through resumes again, and one caught my eye. It had all the right stuff listed, but it felt like something was missing - passion.

Then, the person who sent that resume messaged my coworker, asking why they hadn't heard back yet.

The conversation got heated, and it ended with both of them feeling frustrated.

What made this even weirder was that I got a message from the same person saying they weren't mad at me, just frustrated with the process.

I was confused.

And I couldn't stop thinking about it.

Over time, I noticed a trend. We were picking people based only on their skills and experience, but it wasn't working out.

We were missing out on great people because we were only looking at their qualifications.

And it was causing problems in the team.

It was like we were looking in the wrong place for the right people.

So, we changed things up.

In the next round of hiring, I found someone with a resume that didn't look perfect, but they seemed really passionate about the job.

I almost didn't give them a chance, but I'm glad I did.

They brought so much energy to the team, and it made a big difference.

It made me realize that resumes only tell part of the story.

We need to look for passion, not just skills.

It might take more time, but it's worth it.

We're not just hiring people; we're building a team.

And that starts with understanding who they are beyond their resume.

It's a lesson I won't forget.

In HR, it's about more than just checking boxes; it's about connecting with people.

Because that's how we find the right fit for our team.


PS: DM me with 'GROWTH' for a 1-1 consultation on transforming yourself into a high-performing asset.


#ImageConsultant #CorporateTrainer #SoftSkillCoach #india #imagecoach #hiring #jobs #internship #founder #ceo #hr #linkedinforcreators #founder #coach #corporatetraining

HR Managers Hate This One Resume Pet Peeve - Avoid It at All Costs

- I don't follow the traditional resume norms.

- I don't believe in crafting a generic, one-size-fits-all document.

I don't waste time on long cover letters

- I get straight to the point.

I don't list every job I've ever had

- I highlight the most relevant experiences.

While some job seekers swear by the conventional resume rules, I've discovered a resume pet peeve that HR managers despise, and I avoid it at all costs.

The “One-Size-Fits-All“ Trap:

- Generic resumes that look like they could belong to anyone.

- Cover letters that are more about fluff than substance.

- Lengthy lists of every job, no matter how irrelevant.

Instead, I've found a different approach that catches the eye and sets me apart from the crowd:

The “Tailored and Concise“ Principle:

- Crafting unique resumes for each job application.

- Cover letters that address the specific needs of the employer.

- Showcasing only the experiences that directly relate to the position.

While:

- Customizing my resume for each application.

- Focusing on showcasing my skills and achievements.

- Keeping it concise and easy to skim.

This approach has earned me the attention of HR managers and recruiters alike.

Perhaps you're reading this, thinking, “I've always followed the old resume format.“ And that's perfectly fine.

The goal of this post is not to dictate your choices.

It's a reminder that sometimes, it's good to break away from the traditional resume mold and simply be yourself.

In the end, HR managers appreciate candidates who put in the effort to understand their company's needs and present themselves uniquely.

So, the next time you're crafting your resume, consider avoiding the “One-Size-Fits-All“ trap and tailor it to your advantage.

Remember, it's your career path, and it's all about standing out from the crowd in your own way.


PS: Ready to transform your professional presence?

DM me “Image“ for a personalized 1-1 consultation call.

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Employees are leaving money on the table - here's how to get them paid what they're worth in 2024!

If you want to empower your employees and ensure they're getting paid what they're truly worth,

It's time to address some common pitfalls that may be costing them valuable income.

1. Undervaluing Skills.

Don't get me wrong—As a seasoned HR professional working with top-tier companies for over a decade, I've seen this mistake too often.

It's easy to overlook the unique skills each employee brings to the table.

Common undervalued skills:

- Adaptability
- Problem-solving
- Leadership
- Collaboration
- Creativity

Instead, recognize and reward these skills. Clear compensation structures align with the value each employee contributes.

2. Flat Negotiation.

Poor negotiation skills can leave employees settling for less than they deserve.

Just like a speaker with zero dynamic range, a negotiation without ups and downs can lead to missed opportunities.

Zero dynamic range in negotiation:

- Accepting the first offer
- Not pushing for additional benefits
- Fearing counteroffers

Instead, encourage employees to use range in negotiation.

Know when to stand firm, when to compromise, and when to ask for more.

3. Ignoring Market Trends.

Imagine a company operating in a vacuum, unaware of industry standards or market trends.

That's what happens when employers overlook the importance of keeping compensation competitive.

Common mistakes:

- Paying below industry average
- Ignoring salary surveys
- Not adjusting for inflation or market shifts

Instead, stay informed. Regularly assess market trends to ensure your employees' compensation aligns with industry standards.

4. Distracted Feedback.

Just as distracting body language can hinder effective communication, vague or sporadic feedback can leave employees uncertain about their performance and worth.

Common feedback distractions:

- Vague praise or criticism
- Lack of performance reviews
- Inconsistent communication

Instead, provide clear and constructive feedback.

Regular performance reviews and transparent communication build trust and help employees understand their value.

All employers have been guilty of these mistakes at one point (including me).

But by addressing these habits, you'll not only retain top talent but also create a workplace where employees feel valued and compensated appropriately.

After all, investing in your employees is an investment in the success of your business.



PS: Transform your employees into high-performing assets.

DM Me “GROWTH“ for a consultation call.

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How to manage the rest of 2024?

August might be here.

But that's NO reason to give up on your goals.

Here's how you can rock the rest of the year:

1. Reframe, not ditch:
→ Don't scrap your goals entirely.
→ Re-evaluate what's realistic & break down big goals into smaller steps.


2. Focus on progress, not perfection:
→ Aim for steady progress, not overnight success.
→ Celebrate small wins to stay motivated.


3. Time audit:
→ Track your time for a week.
→ Identify time-wasters & free up precious minutes for your goals.


4. Power up your mornings:
→ Start your day with a focused routine.
→ That helps set the tone for productivity.


5. Find your accountability crew:
→ Surround yourself with supportive people.
→ Make sure they believe in you & hold you accountable.


Remember, it's never too late to turn things around.

Make these next 5 months count.

And if you still need help:

DM me “Growth” and let me help you.