Priti Singh

The New L&D Mandate: Driving Growth, Not Checking Boxes ​The era of box-ticking is over. We are no longer defined by content delivery rates or attendance logs. ​The accelerating speed of technology, seismic workforce shifts, and the critical demand for upskilling and reskilling have elevated our role. We are now the strategic architects of organizational capability. ​Our mission has fundamentally shifted: It's no longer about the transfer of information, but the creation of potential. We are not teachers; we are performance enablers and growth partners who build capacity at scale. ​To truly impact the business, learning must be holistic—a powerful blend that activates the entire individual: ​L&D is no more a support function; It is a core strategic driver. We directly fuel employee capability and secure the organization's future success.

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Candid Conversations with CEO Insights . Everything from People to Culture to Business Success... Redefining strategy through Empathy, Agility & Purpose!! Read More: https://lnkd.in/gv-XDJAv #womeninleadership #womenleaders #leadershipwithpurpose #thoughtleadership #exploHRe

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🤔 Have you heard about how Syensqo's Sustainable Guar Initiative is helping rural communities in India? This initiative ensures that every guar-based beauty product supports fair wages and sustainable farming. It's not just about growing crops—it's about opening doors and empowering communities. I'm really proud to be part of a company that's making such a meaningful difference to the other people's lives. If you're interested in finding out more about guar and this inspiring initiative, make sure to check this out: https://bit.ly/4kTtIUo #ResponsibleBeauty #SGI #Syensqo #AdvancingHumanity #WeAreExplorers

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Dr. Shankar Gowda’s story offers a unique blueprint for professional evolution. It suggests that growth doesn't come from chasing the highest paycheck, but from refining your "internal compass." Here is how you can apply that mindset to change yourself and accelerate your own professional growth. 1. Move from "Transaction" to "Transformation" Most employees view their jobs as a transaction: I give X hours, you give me Y salary. To grow, you must shift toward a transformative mindset. Dr. Gowda didn't see patients as customers; he saw them as a mission. When you stop asking "What am I getting?" and start asking "What problem am I solving?", your value to an organization skyrockets. Impact-driven employees are the ones who become indispensable. 2. Master the "Depth of Skill" (The Expert's Edge) Growth often stalls because we seek breadth without depth. Dr. Gowda is a specialist—a dermatologist. He mastered a specific craft and used it to serve. In your career, identify your "₹5 Skill"—that one thing you do so well and so consistently that people seek you out specifically for it. True growth happens when your reputation for excellence precedes you. 3. The Power of Consistency (The Long Game) We live in a world of "hacks" and "pivots," but Dr. Gowda’s impact comes from 42 years of the same dedicated practice. • Self-Reflect: Are you jumping from one trend to another, or are you building a foundation? • The Lesson: Real growth is cumulative. Small, consistent improvements in your work ethic and technical skills create a "compounding effect" that eventually leads to massive career breakthroughs. 4. Emotional Intelligence: The Human Quotient Dr. Gowda’s success isn't just medical; it's emotional. He treats with empathy. In a modern corporate environment, technical skills are the baseline, but Emotional Intelligence (EQ) is the differentiator. Changing yourself means learning to: • Listen more than you speak. • Remain humble even as you gain authority. • View feedback as a tool for refinement, not a personal attack. Final Thought Growth is an inside-out process. Like the "5 Rupee Doctor," when you anchor your career in a set of unshakeable values and a commitment to service, the "impossible" task of changing your trajectory becomes inevitable. You don't just change your job; you change the way the world perceives your worth.

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How India’s Agriculture is powering a future of innovation, resilience, and independence Today, our farmlands are not just a bedrock of food systems - they are emerging as platforms for technological advancement, #climateresilience, and rural prosperity. Agriculture contributes around 18.2% to India’s GDP and supports the livelihoods of approximately 42% of the population. Agriculture has always been central to India’s growth story, but now it stands at the crossroads of transformation, powered by science, markets, and the ingenuity of our #farmers. From advanced farm technologies to climate-smart practices, India is embedding science into the soil. Seed innovations, breakthroughs in biologicals and sustainable crop protection are rapidly becoming the norm. Building seamless farm-to-market linkages, empowering them with the right resources knowledge and stewardship practices is equally vital. This shift is about creating farming systems that are adaptive, resource-efficient, and resilient to climate uncertainty. Stories from the Field Across India, farmers are rewriting the narrative of rural progress through innovation, collaboration, and resilience. In Bihar, Rani Devi has adopted Direct Seeded Rice (DSR) techniques, cutting water use and labour costs while maintaining strong yields leading to adoption of #sustainable practices. In Madhya Pradesh, Saraswati Bai has embraced hybrid maize varieties, pairing them with advanced agronomic methods to achieve higher yields and reduce crop losses. In Jharkhand, Milan Devi’s story underscores the power of market linkages. By leveraging her Farmer Producer Organisation’s direct connections to buyers, she now secures better prices for her produce, bypassing multiple intermediaries and ensuring that more value stays in the hands of farmers. Meanwhile in Rajasthan, mustard farmer Omprakash is using oil content testing to secure fair prices for his crop. By verifying the superior quality of high-oil-content hybrid mustard, he not only earns better returns but also drives a shift towards quality-focused cultivation in his community. Independence Redefined Farmers are central to shaping a self-reliant, prosperous #India not just as food producers but as entrepreneurs, innovators, and guardians of food security. The next leap is from self-sufficiency to sustainable abundance, where productivity, profitability, and environmental stewardship move forward together. True independence is when every farmer, regardless of gender or geography, has the tools, resources, and confidence to shape their own destiny while contributing to the country’s prosperity. As we mark another year of national progress, let us remember - independence is not a static milestone, it’s a living, evolving pursuit. In the hands of our farmers, and through the fields they cultivate, lies the promise of a truly independent and resilient India. #IndependenceDay #FutureOfFarming #Agriculutre #MSSW #CHRO

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𝗕𝗼𝗮𝗿𝗱𝗿𝗼𝗼𝗺 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝘃𝘀 𝗛𝗥 𝗜𝗱𝗲𝗮𝗹𝗶𝘀𝗺 !!! 𝗛𝗥𝗕𝗣 𝗜𝘀 𝗡𝗼𝘁 𝗔𝗯𝗼𝘂𝘁 𝗖𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗕𝗲𝘁𝘄𝗲𝗲𝗻 𝗣𝗲𝗼𝗽𝗹𝗲 𝗮𝗻𝗱 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. 𝗜𝘁’𝘀 𝗔𝗯𝗼𝘂𝘁 𝗕𝗲𝗶𝗻𝗴 𝗔𝗱𝘂𝗹𝘁 𝗘𝗻𝗼𝘂𝗴𝗵 𝘁𝗼 𝗦𝗲𝗿𝘃𝗲 𝗕𝗼𝘁𝗵. I recently led a session on demystifying the role of the HR Business Partner for the HR Team of a large, high-performing corporate powerhouse. 𝗢𝗻𝗲 𝗿𝗲𝗮𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗛𝗥 𝗮𝘂𝗱𝗶𝗲𝗻𝗰𝗲 𝗱𝗶𝗱𝗻’𝘁 𝘀𝘂𝗿𝗽𝗿𝗶𝘀𝗲 𝗺𝗲 𝗮𝘁 𝗮𝗹𝗹. When I spoke about owning business outcomes, driving results, and picking up the unspoken CEO scorecard, someone asked—almost defensively: “𝗔𝗿𝗲 𝘆𝗼𝘂 𝘀𝘂𝗴𝗴𝗲𝘀𝘁𝗶𝗻𝗴 𝗛𝗥 𝘀𝗵𝗼𝘂𝗹𝗱 𝗷𝘂𝘀𝘁 𝘁𝗼𝗲 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗶𝗻𝗲?” I’ve heard this question many times before. And every time, it reveals a deeply flawed mental model in HR. Somewhere along the way, many HR professionals convinced themselves that:  • 𝘉𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘧𝘰𝘤𝘶𝘴 = 𝘴𝘦𝘭𝘭𝘪𝘯𝘨 𝘰𝘶𝘵  • 𝘈𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵 𝘸𝘪𝘵𝘩 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 = 𝘣𝘰𝘰𝘵-𝘭𝘪𝘤𝘬𝘪𝘯𝘨  • 𝘋𝘳𝘪𝘷𝘪𝘯𝘨 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦 = 𝘣𝘦𝘪𝘯𝘨 𝘢𝘯𝘵𝘪-𝘱𝘦𝘰𝘱𝘭𝘦  • 𝘚𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘧𝘰𝘳 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 = 𝘴𝘵𝘢𝘯𝘥𝘪𝘯𝘨 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 This is immaturity disguised as morality. 𝗟𝗲𝘁’𝘀 𝗯𝗲 𝘃���𝗿𝘆 𝗰𝗹𝗲𝗮𝗿: 👉 Business does not exist without people. 👉 People do not thrive without a viable business. A worrying pattern I see often is that HR professionals project themselves as: “The conscience of the organization” “The only ones who care about people” “The enforcers who keep business in check” This posture might feel righteous—but it quietly erodes credibility. 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗛𝗥 𝘁𝗼:  • Perform moral theatre  • Police from the sidelines  • Romanticize people issues without solving them 𝗧𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝗛𝗥 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘀𝘆𝘀𝘁𝗲𝗺𝘀, 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗰𝘂𝗹𝘁𝘂𝗿𝗲, 𝗮𝗻𝗱 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗵𝗮𝘁 𝗺𝗮𝗸𝗲 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲. 𝗟𝗲𝘁’𝘀 𝘀𝘁𝗼𝗽 𝗰𝗼𝗻𝗳𝘂𝘀𝗶𝗻𝗴: -Alignment with obedience -Partnership with subservience -Business acumen with lack of spine The strongest HR leaders I’ve worked with still push back—but with data, context, and solutions That’s not boot-licking. That’s leadership. If HR continues to: -Avoid business accountability -Hide behind “people first” slogans -Resist outcome ownership Then yes—HR risks fading into irrelevance. The sooner we accept this, the sooner HR starts getting the seat at the table Thoughts , Comments and Reactions Invited ! #HRBP #HR #CEO Chinmay Sharma Saurabh Nigam Vikas Dua Vinay Trivedi Amit Malik Ruchi Gupta Priyamvada Srivastava Meenakshi Priyam Sanjivani Sadani Prabir Jha Dave Ulrich Marc Effron Christopher Rainey Imole Ashogbon, MBA, GPHR, CPHR, CCMP, PROSCI Elaine Page Casey Webster Josh Bersin Sugandha Naik Gopal A Iyer Aditya Adyar Sunny Sharma JP Elliott, PhD Shivani Malhotra

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“Nishant, there was conflict today… and I didn’t lose my cool.” That’s how a senior leader began his call with me recently. His voice was calm, but I could sense quiet pride behind it. He was working with me closely to improve his communication style — it was part of his Individual Development Plan (IDP). Then he said something that stayed with me: “It wasn’t easy. My natural aggression almost took over. But this time, I managed to stay composed.” This wasn’t just about handling conflict. It was about choosing growth over habit. And it reminded me of something we often get wrong — “I am the way I am” is not self-awareness. It’s self-limiting. Even the most experienced professionals — people with years of success behind them — can (and do) evolve when they decide to. Because growth doesn’t always look dramatic. Sometimes it’s just that one quiet moment… when you pause, breathe, and respond differently than you would have yesterday. That’s the real sign of maturity: when self-control becomes your strength, not your struggle. #EmotionalIntelligence #SelfAwareness #PersonalGrowth #LeadershipDevelopment #BehavioralChange

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Cultivating a sustainable agricultural ecosystem is a collective responsibility. Industry experts are now convening to deliberate and co-create a strategic roadmap for a greener Ecosystem 🌱

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Exploring how #Digitization, #AI, #ArtificialIntelligence help in elevating HR from an administrative function to a strategic business driver. Sharing some real-world insights on measuring #talent, improving #quality in #hiring/ #talentacquisition/ #recruitment and using #responsibleAI. Understanding also how aligning digital initiatives with the #culture of the company is crucial, and why quality of hire is the #metric that #FutureReady #HRteams should prioritize. Thank you Sudarsan Ravi and Judith Vasanthan for the great session!

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The Power of Networking: Your Network is Your Networth 1. First impression is very Important a. Dressing, wearing a suit or a nice blazer b. Carry a fancy Visiting Card c. Firm Handshake at least 3 seconds, double handed handshake d.  Active Listening e. Calling a person with name 2. Building Your Brand-T Model (Working on Breadth & Depth- Social Media & physical presence) a. LinkedIn is good to start with and networking with the stakeholders b. College reunions c. Industry Conferences 3. How to Grow Network and maintain: 3:1 Rule, three normal transactions, then you can ask for one. 4. Misconceptions about Networking a. Networking is only for extroverts- not true. Introverts are better for networking b. Fake & superficial, people will get to know  Many more..........  #networking #careergrowth #Introverts    https://lnkd.in/gBJdgyAE

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Brilliantly captures one of the most relatable workplace dynamics — the subtle tension between HRBPs and L&D leaders. As someone who know both sides, I can say this “unspoken war” is less about conflict and more about clarity. When HRBPs look at capability through a business lens, and L&D designs with business impact in mind, there’s no tug of war — just alignment. Loved how this piece ends: “At the end of the day, no one remembers who won the war. They remember who changed the business.” #LearningAndDevelopment #HRBusinessPartner #CapabilityBuilding #TalentStrategy #OrganizationalCulture

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Attrition is not always a Crisis; It’s a Catalyst also #©VamsiKrishnaC That’s what a top HR leader from a major Agri-Business firm told me during a thought-provoking conversation. As we sat discussing talent churn, heard these thoughts that hit me hard: #©VamsiKrishnaC “Vamsi, in our sector, zero attrition isn't a badge of honor; it’s often a sign we’re not evolving.” And that’s absolutely right. For years, agri-input firms have chased retention at all costs. But the world is changing fast on farmer expectations, digital advisory, climate-smart inputs, and tech-enabled service models are reshaping the game. ⚠️ Holding on to everyone might be holding us back. We agreed: 16-18% attrition can be healthy, with bottom performers as major exits >>Below 10%: May signal stagnation, lack of dynamism or talent hoarding. >>Above 20%: Could lead to loss of experience, disrupted customer linkages and rising replacement costs. Here’s what else that stuck with me in the thought-provoking conversation : #©VamsiKrishnaC 🗣️ “Some exits push us to rethink roles, bring in fresh blood, and open space for internal stars to rise.” 🗣️ “Attrition, when managed smartly, fuels transformation & not breakdown.” The key isn’t to fear attrition & it’s to manage it: ✅ Retain your frontline anchors and culture carriers ✅ Attract sharp minds from other evolving sectors ✅ Promote internal talent that’s hungry for growth ✅ Let go of what's holding agility back Let’s shift the mindset: Strategic attrition = Strategic renewal Are we ready to embrace this evolution in agri? #HRStrategy #Leadership #TalentTransformation #AgriRevolution #BoldLeadership 

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2025 HR Trends in India: What CHROs and HR Leaders Must Do to Stay Ahead: As we enter the second half of 2025, the HR landscape in India continues to evolve rapidly, driven by technology, shifting employee expectations, and the changing nature of work. In this dynamic environment, CHROs and HR leaders are expected to act not just as administrators, but as strategic enablers of business transformation. Key HR Trends in 2025: AI and Automation Integration: AI-driven HR analytics, intelligent recruitment, and performance prediction tools are reshaping talent management. Automation is streamlining routine HR tasks, allowing teams to focus on strategic initiatives. Hybrid and Flexible Work Models: Post-pandemic preferences have solidified hybrid work as a standard. Companies are investing in digital infrastructure and policies that support flexibility while ensuring productivity and collaboration. Skills Over Degrees: The focus has shifted from formal qualifications to capabilities and continuous learning. Upskilling, reskilling, and micro-credentialing are now integral to talent development. Employee Experience and Well-being: Mental health, work-life balance, and inclusive culture are top priorities. A positive employee experience directly impacts retention and employer branding. Data-Driven Decision Making: HR leaders are increasingly using data to forecast workforce trends, personalize employee journeys, and measure the ROI of HR initiatives. What CHROs and HR Leaders Must Do to Stay Relevant: ·  Strategic Business Partnership: HR must align closely with business goals. Leaders need to move beyond transactional roles and contribute to growth, innovation, and competitive advantage. ·   Champion Digital Transformation: Embrace HR tech platforms and lead the digital upskilling of HR teams. Be proactive in adopting emerging technologies to stay ahead of the curve. ·   Embed Agility in Culture: Encourage adaptability and experimentation. Build agile HR practices that can respond quickly to changes in the market and workforce dynamics. ·   Build a Future-Ready Workforce: Invest in learning ecosystems and succession planning. Focus on skills forecasting and personalized career development plans. ·   Foster Inclusion and Purpose: Prioritize diversity, equity, and inclusion (DEI) and communicate a strong employer purpose. Employees seek alignment with organizational values more than ever before. ·  In conclusion, 2025 demands that CHROs and HR leaders evolve from policy enforcers to visionary enablers. Those who adapt quickly, embrace innovation, and lead with empathy and data will not only retain their positions—but redefine the future of HR in India.

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In today’s fast-paced work environment, it is important to intentionally create space for learning and professional growth. Dedicating time—even on weekends—to upskilling helps individuals and organizations stay aligned with evolving standards, strengthen compliance, and build sustainable performance. Organizations that encourage learning play a critical role in shaping capable and future-ready professionals. Superior Group of Industries consistently supports training initiatives and skill enhancement, enabling employees to grow while contributing more effectively to the organization. Continuous learning is not an option—it is a responsibility for long-term professional excellence. #HACCP #FoodSafety #ContinuousLearning #SkillEnhancement #ProfessionalDevelopment #SuperiorGroupOfIndustries

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At Dharmaj Crop Guard, our technical backward integration with 8,000 MTPA capacity and 24+ AIs strengthens control over quality, cost, and supply reliability. This is a strategic step towards building a resilient, efficient, and globally competitive organization, backed by our ISO 50001 commitment to sustainability. #DharmajCropGuard #Leadership #BackwardIntegration #Agrochemicals #cropprotection #sustainability #bharat #farmer #Growth 👍

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Reimagining HR in an AI Enabled Organization | Closing Reflection A CHRO Point of View on What Comes Next Across this series, I have shared how AI is reshaping HR, not as a technology upgrade, but as a leadership inflection point. AI changes HR’s role from executing work to enabling decisions. It raises expectations for speed, clarity, and insight across the enterprise. But technology alone does not deliver that shift. Trust, role clarity, and capability do. When HR leaders are explicit about how roles evolve, fear gives way to ownership. When AI augments human judgment rather than replacing it, talent decisions become more consistent, forward looking, and fair. And when learning keeps pace with change, HR earns influence rather than just efficiency. From a CHRO perspective, the mandate is clear. This is not about chasing tools. It is about redefining how HR creates value in an AI enabled enterprise. That means intentionally redesigning roles, elevating capability, governing AI responsibly, and ensuring the human element remains central as work evolves. AI will not diminish HR’s role. But it will expose whether HR is ready to lead. CHRO Takeaway The future of HR belongs to leaders who combine AI powered insight with human judgment and trust. Questions for leaders Is AI reshaping HR strategy or just accelerating existing processes? Have HR roles been intentionally redesigned for this next chapter? What would it look like for HR to lead, rather than follow, the AI conversation? I would welcome continued conversations with CHROs and senior leaders who are navigating this shift and reimagining what HR can become in an AI enabled organization.

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Rethinking Performance Management – From Ratings to Conversations For too long, performance management has revolved around ratings, forced bell curves, and annual rituals. But are these truly driving growth and engagement? Today’s workforce craves clarity, feedback, and fairness—not a number once a year. We need to shift the narrative: From ratings to real conversations From form-filling to forward-looking coaching From compliance to career development. The future lies in more developmental approaches—ongoing check-ins, OKR-based goals, and people-manager enablement. Curious to know—what’s working (or not) in your organization’s performance conversations? #TopHRVoice #FutureOfWork #PerformanceManagement #HRLeadership #EmployeeExperience

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A leading CHRO (you know who you are 😊) from a multinational organisation decided that their Indian entity is going to participate in the Top Employers Certification & Data Insights Programme. I was fortunate to be included in the email sent to her senior HR subject matter experts, announcing their participation. The CHRO’s message was truly inspirational and reminded me why I love working with such forward-thinking HR leaders. Here are a few highlights from her communication to the team: “I’m excited to announce that we are officially kicking off our journey to become a Certified Top Employer India, a globally recognized benchmark that celebrates organizations excelling in HR practices and creating workplaces where people truly thrive. This is more than a certification; it is a strategic milestone in our ongoing commitment to excellence in everything we do for our people. The Top Employers Institute not only recognizes outstanding HR practices but also provides data-driven insights, global benchmarking, and actionable guidance to help us continuously raise the bar. This is our opportunity to reflect, refine, and amplify what makes our organization exceptional. Many of the world’s most admired companies have pursued this certification. Joining this league will reinforce our position as a forward-thinking organization that places people at the heart of everything we do. Now it’s our turn to showcase that we, too, are a company where people can grow, innovate, and take pride in their work every day. Your engagement and HR leadership are critical. Together, we’re not just aiming for an HR Certification; we’re taking the first step in driving excellence across every facet of our people practices. This is our moment to shape a workplace where every individual feels valued, empowered, and inspired to bring their very best.” This is such an incredibly motivating message as the HR team embarks on its Top Employer journey. I look forward to revealing the CHRO and organisation on 16 January 2026, when we officially announce the new cohort of certified Top Employers 2026 from around the world. #TopEmployer2026Loading #InspirationalHRLeader

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