I recently met a director at a Tier-3 university to discuss training and placement outcomes. In the middle of the conversation, he said something I’ve heard many times before: “Soft skills training is a big challenge for us. Students just don’t take it seriously. It’s difficult to even make them sit through these sessions.” He was describing a reality shaped by that system. Most students have never seen how workplaces actually function. They haven’t experienced corporate expe

AI can make people sharper thinkers or louder defenders of old beliefs. The difference lies in how consciously it’s used. You don’t eliminate confirmation bias. You design around it. With better questions. With comparison instead of conviction. With experiments instead of explanations. With humility anchored in outcomes. In a world where answers are instant, the real advantage belongs to those who are still willing to let reality change their mind. That’s not indecision

Most of us say we want feedback. But only until it challenges the way we think or the beliefs we’re comfortable with.  That’s usually the moment we start defending. We explain our intent. We justify our actions. Or we quietly ignore the message and move on. This doesn’t mean we don’t care about growth. It means we’re human.

Most performance reviews don’t feel helpful. They’re often rushed, full of ratings, and leave people confused or stressed. But it doesn’t have to be that way. Let's understand how to deliver performance reviews and make them more useful, more human, and more focused on growth, for both employees and managers.

Speak up if you’re overworked. Ask for clarity if expectations are unrealistic. Demand respect and psychological safety. But in doing that, remember: mocking managers and bosses online isn’t helping anyone. It adds to the noise, not the solution.

In every workplace, classroom, or professional circle, you’ll find a common pattern. Some people focus on growth. Others stay stuck in habits that quietly sabotage their progress.  - They complain instead of offering solutions.  - They gossip instead of discussing ideas.  - They envy instead of learning from those ahead of them. Over time, These Common Habits May be Silently Limiting Your Career Growth. Let’s explore what this means and what research tells us.

Let’s be honest; when we talk about “improving training,” what’s the first thing that comes to mind? Probably something like: ·       A new LMS ·       A full-day workshop ·       A new learning theory ·       Or a complete overhaul of your existing program Sounds familiar? What if I told you that you don’t need any of that to drive powerful results? Yes! The real shift happens not with big moves, but with small, thoughtful ones.

Unfortunately, in many Indian IT firms, KT is treated as an informal or last-minute process rather than a structured, well-documented method