On the Thought by Myndscope

Image source: HR Magazine Haven’t we all been in a situation where we were scared of being perceived as stupid and have therefore held back our opinions and ideas – especially at school or work? This seems to be a painfully common as well as natural phenomenon, simply because whatever you say is constantly under scrutiny by everyone else. Studies show that people frequently hold back even when they think what they have to say could be extremely important for the organization. What more, people often regret being silent and this results in unreported problems, missed opportunities and tragedies that could have been easily avoided. But imagine being in a setting where all your ideas are welcome, you feel safe to take risks and ask questions sans judgement. An environment wherein the employees are allowed to let their guard down so that speaking is enabled and even expected– is called psychological safety. Google conducted a large-scale research called Project Aristotle to f

Image Source: Chris Collison “We need to discover the root causes of success rather than the root causes of failure”. This was said by David Cooperrider, the lifegiver to the concept of Appreciative Inquiry (AI) in the 1980s. AI is an approach that inspires change in organizations or employees through the discovery and enhancement of their strengths rather than being a negative nancy and trying to fix their faults. AI can be applied to many aspects such as organizational development, coaching, training needs assessment, positive psychology, fitness and so on. This philosophy compels one to stop ruminating over their failures and weaknesses and divert the focus onto understanding one’s potential and discover possibilities of growth. So how can we practice appreciative inquiry in our personal or organizational interventions? The principles of AI say: Let’s say you decide to be mindful today and pay attention to what adds value or beauty to your life and fills you

Everyone likes a person who is humble, modest and not given to blowing their own trumpet. After all, we are all far too busy to be someone’s enraptured audience as they sing their own praises. You might’ve heard this song; it begins with an ‘I’. Source: Shutterstock Humility is a character strength i.e. inherent tendencies, qualities and typical characteristics of a person that have been historically upheld because of the value they bring to society. Every person has 24 character strengths though each one of them varies in the extent to which they are present in us. Humility, as the Positive Psychology Practice defines, is confidence in one’s own ability and an accurate estimate of it without any ego, pride or vanity. Thus, popular notions of humility are false; it does not mean being timid or subservient or quiet. Philosophers have tackled questions pertaining to the nature of humility. It is firstly a dependent virtue. For humility to exist, there has to be somethin

The L&D Summit and Awards is the largest forum in the country for Learning and Development professionals. It serves as a great platform for professionals to converse and deliberate upon the current trends and the future of L&D effectively as well as gain insights on a wide range of topics such as creating an integrated ecosystem of learning, L&D in the gig economy, designing L&D for lifelong learning etc. Myndscope was extremely privileged to be a recipient of ‘The Most Innovative Learning and Leadership Program’ of the year (2019). Myndscope provides innovative learning programs such as ‘Just GOlf For It’, a golf based leadership program that enhances understanding of action, reflection, strategy and decision-making. Other programs include ‘Tie-Brake’ that focuses on structure, skills and sustainability at work as well as ‘Adventure Leadership Camp’ where soft adventure activities and management games are used to develop leadership skills, conflict management

                                        Image Source: Whatfix Academy The title of this blog is indeed a mouthful! So are the words Training and Development (T&D), metaphorically speaking, considering the pressure that HR departments face while trying to meet contemporary learning demands. There has been an overwhelming amount of new trends that have emerged in the field of T&D lately. Due to the diversification of today’s workforce, there has been a shift from traditional training methods that pushed employees to learn to a pull approach which makes employees seek learning themselves. Here I have attempted to list out some of them for your kind perusal. 1.     Use of Storytelling – We all agree how compelling stories can be. So why not use it as a means to impart knowledge and skills? Stories are being used in training in order to help employees get connected to the content in an emotional and immersive manner which leads to better retention and can often dri