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.

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

when it comes to training, clients often try to dictate every detail. But what they ask for isn’t always what truly works.

Let’s dive into ten innovative assessment types that will make your training more dynamic, engaging, and effective.

LinkedIn is full of content. Some of it insightful, some misleading, and a lot of it just noise. With so many creators vying for...

A client recently approached me with an interesting challenge: they wanted their software developers in client-facing roles to undergo...

In a world where employee engagement and retention are critical, the simple act of being approachable can make all the difference.

Learn how Educational Institutions Can Guide Students to Be Successful in Internships

Using Character-Based Storytelling helps employees learn and implement new behaviors more effectively than traditional theory-based training

Transform your training programs from traditional lectures to engaging, scenario-based learning!

With over 14 years in Training and Learning & Development, I’ve learned that being a trainer isn’t just about knowing the material. A...

choosing to respond rather than react leads to better communication, stronger relationships, and more effective problem-solving.

When trainers feel trusted and empowered, they’re more likely to tap into their full potential and deliver exceptional results.

It’s normal to feel bad about not getting promoted, but what’s more important is to take a step back and figure out what went wrong.

Many professionals out there don’t really have ten years of experience; they technically just have one year of experience repeated ten times