Ongoing Skill Development

Canva partnered with Harvard Business Review Analytic Services on a new research project, and the results underscore the profound impact of #creativity on business success: 94% of survey respondents agree that organisations that invest in creative tools and technology will be more successful in the future. This major consensus shows that recognising and applying creativity helps drive sustainable growth. Here are a few other interesting findings: 🏆 Leaders who successfully leverage creativity are more likely (41%) to encourage innovative thinking by rewarding employees for taking risks and thinking outside the box, compared to their somewhat successful (17%) or unsuccessful (8%) counterparts. ✨ Nearly half (47%) of successful organizations are using generative AI to foster creativity, compared to somewhat successful (30%) and unsuccessful (14%) organizations. 🎨 42% of successful leaders believe #generativeAI can greatly enhance creativity by automating repetitive tasks (63%), accelerating idea generation (60%), and augmenting human creativity with new information and ideas (53%). I’ve spoken at length about how AI’s primary role will be to bring more creativity into workplaces, and this report underscores why that’s so important. Creativity can drive growth and make businesses more adaptable, something that’s invaluable in this day and age. Check out our full report here: https://lnkd.in/gqPjE5Sj

I’ve recently been working with a footballer...we’ve created a philosophy: “Train carefully, play carefree” I’ve recently been working with a golfer...we’ve created a maxim: “Practice like this means everything, compete like this means nothing” Because so many sports competitors are way too tough on their performance and way too tolerant on their training, when they should be far tougher on their training and far more tolerant on their performance. Training (or practice if you prefer) is an opportunity for players to engage in meta-cognitive strategies. By this I mean to ‘think about their thinking’ - to reflect on what they’re doing, how they’re doing it, and whether the ‘what’ and the ‘how’ are optimal. It’s also an opportunity for players to break down their skills around the technical, tactical, mental, and physical components of the game, pick one or two specific areas to improve, and engage with those areas as they train...deliberately and intentionally. Both meta-cognitive practice and deliberate practice can feel uncomfortable. And, because they both demand that players constantly self-monitor, they both can atrophy performance. They both can feel hard and unpleasant to experience (although they both may be associated with a flow state). There’s no question that training should provide players with a range of inner experiences, but if we want our players to push through glass ceilings, if we want them to continue to learn and grow their game, then we need to help them visit that ‘zone of ugly’ - not always, but often. Conversely, players can tend to put far too much pressure on themselves come game day. Having been involved in high performance sport for 25 years, I honestly believe players and coaches are socialised into extreme language around performance. “I must perform” and “We have-to win” are positions adopted by coaches and players, often to the detriment of their game rather than to their advantage. In my consultancy work, and from talking with other sport psychologists who work with elite level sports competitors, I’ve found a robust approach to competition many players would do well to take is one of indifference to outcome and performance. Most competitors would do well to trust their ability, trust their training, and focus on executing a well-defined process to give themselves their best chance to have their best possible performance. Somewhat paradoxically, competitors may be better served accepting that the more they try to force performance the worse they may make it. The more they stress about their performance the worse they may make it. “All I can do is strive to execute my process to the very best of my ability. This will help me have my best possible performance. I trust my ability, I trust my training, and I trust my process. My best possible performance is all I can ask from myself” In summary... Tough on training, tolerant on performance. This approach may be the most adaptive one you can take

Dan Hurley's 4 Key Principles and Strategies to Attain them in Your Team It's important that all coaches and leaders have a strategic vision, which underpins decision making, behaviours, and innovation, because this helps inspire team members and forges collectiveness in the pursuit of goals. Dan Hurley, who turned down the head coach role with the Los Angeles Lakers to remain with University of Connecticut, outlines his four core principles, that he wants the players to focus on: 1️⃣ Strength of the Pack Coach Hurley stated that the behaviours, habits, and mindset of athletes should build the collective strength of the team, and that players should not do things to weaken it. This concept relates strongly to Group Integration-Task (GI-T; Carron et al., 1985). That is, athletes exhibit behaviours that are congruent with achieving team goals and are highly motivated to fulfil their individual role. It is important that coaches set team goals as well as individual goals, when working with team sport athletes, because team goals are strongly linked to overall team success (Prapavessis and Carron, 1996) and team motivation (Munroe et al. 2002). 2️⃣ Consistent Improvement Coach Hurley wanted players to focus on getting better (i.e., player, person, physically, and psychologically), rather than outcomes. Performance profiling (Butler, 1989) is an excellent way of helping athletes achieve this. The performance profile was developed to enhance an athlete’s self-awareness regarding the characteristics that facilitate successful performance and to enhance the coach’s understanding of the athlete’s viewpoint (Butler, 1989: Butler et al., 1993). 3️⃣ Relentless Competitive Effort During times of physical and mental stress, there is a tendency for some athletes to disengage mentally and physically, and therefore stop trying. As such, coaches can educate players about this tendency, and teach alternate coping strategies such: *Maximising effort expenditure during stressful periods *Thought stopping to prevent thoughts of giving up *Approach coping to master or solve the causes of distress *Meaning-focused coping motivates coping during sustained periods of stress (i.e., hard physical sessions). 4️⃣ Mindful Communication A key facet of mindfulness training relates to increasing feelings of warmth, kindness, and caring towards oneself and others (Baltzell et al., 2014). Coaches can encourage athletes to be kind to themselves and other teammates if mistakes are made (e.g., defender missing a tackle and opponents score). As such, coaches could instruct athletes not to shout or degrade their ability, but to tell athletes to accept mistakes as things that happen. Further, Baltzell’s intervention involved athletes being taught to wish warmth and kindness to their teammates. As such, coaches could ask players to think about players on their team and imaging oneself being kind to them if they make a mistake or them being kind to themselves.

Building a culture of operational excellence is like weaving a resilient fabric - each thread must align to create something strong, adaptable, and enduring. In my years leading manufacturing teams, I’ve seen that true excellence goes beyond systems and processes; it’s about inspiring a shared commitment to progress and purpose. It begins with leadership. As leaders, we must live the values we champion - setting a clear vision, embracing data-driven decisions, and fostering an environment where efficiency and quality are non-negotiable. When we model accountability and openness, we build a culture grounded in clarity and trust. Empowering people is at the heart of this journey. When teams are encouraged to own their roles, share ideas, and learn continuously - whether through cross-training or problem-solving forums - innovation becomes instinctive. I’ve seen how even small changes on the shop floor, when driven by collective ownership, can lead to remarkable outcomes. And when this sense of responsibility extends beyond operations - to how we conserve resources and serve our customers - excellence becomes sustainable. By embedding eco-conscious practices and staying attuned to evolving customer needs, organisations build resilience and long-term relevance. Operational excellence isn’t a destination; it’s a mindset. It’s about believing in our people, refining processes daily, and adapting with intention. #OperationalExcellence #Leadership #textile #culture #Manufacturing #leadwithrajeev

𝐃𝐨𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐉𝐨𝐛 𝐖𝐞𝐥𝐥 𝐖𝐨𝐧’𝐭 𝐒𝐞𝐭 𝐘𝐨𝐮 𝐀𝐩𝐚𝐫𝐭—𝐈𝐦𝐩𝐫𝐨𝐯𝐢𝐧𝐠 𝐂𝐨𝐧𝐬𝐭𝐚𝐧𝐭𝐥𝐲 𝐖𝐢𝐥𝐥 🚀 For a long time, I thought career growth meant doing my job well. I was wrong. The people who stand out don’t just complete tasks—they evolve, adapt, and refine their skills constantly. That’s what separates high performers from everyone else. When I started embracing continuous improvement, everything changed. 📌𝗜 𝘀𝘁𝗼𝗽𝗽𝗲𝗱 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗮𝘀𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗶𝘁. Instead of assuming I was doing fine, I made it a habit to ask, “What’s one thing I can improve?” It was uncomfortable at first, but it helped me grow faster than I ever expected. 📌 𝗜 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝗱 "𝗯𝗶𝗴 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗺𝗼𝗺𝗲𝗻𝘁𝘀" 𝘄𝗶𝘁𝗵 𝗱𝗮𝗶𝗹𝘆 𝘂𝗽𝗴𝗿𝗮𝗱𝗲𝘀. Waiting for promotions or major training sessions to improve was slowing me down. Instead, I started making small tweaks every day—refining my communication, improving my workflow, and staying ahead of industry trends. Tiny shifts, big results. 📌 𝗜 𝗹𝗲𝗮𝗻𝗲𝗱 𝗶𝗻𝘁𝗼 𝗱𝗶𝘀𝗰𝗼𝗺𝗳𝗼𝗿𝘁. Growth never happens in your comfort zone. I took on tasks I wasn’t completely ready for, knowing that figuring it out would teach me more than any course ever could. And it did. 📌 𝗜 𝘁𝗿𝗲𝗮𝘁𝗲𝗱 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝗹𝗶𝗸𝗲 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝘁—𝗰𝗼𝗻𝘀𝘁𝗮𝗻𝘁𝗹𝘆 𝗶𝘁𝗲𝗿𝗮𝘁𝗶𝗻𝗴. No successful company stays the same for years, so why should I? The best professionals update their skills, mindset, and approach regularly. That’s how they stay relevant. 𝘛𝘩𝘦 𝘵𝘳𝘶𝘵𝘩? 𝘠𝘰𝘶 𝘥𝘰𝘯’𝘵 𝘩𝘢𝘷𝘦 𝘵𝘰 𝘣𝘦 𝘵𝘩𝘦 𝘴𝘮𝘢𝘳𝘵𝘦𝘴𝘵 𝘰𝘳 𝘵𝘩𝘦 𝘮𝘰𝘴𝘵 𝘵𝘢𝘭𝘦𝘯𝘵𝘦𝘥. 𝘠𝘰𝘶 𝘫𝘶𝘴𝘵 𝘩𝘢𝘷𝘦 𝘵𝘰 𝘪𝘮𝘱𝘳𝘰𝘷𝘦 𝘧𝘢𝘴𝘵𝘦𝘳 𝘵𝘩𝘢𝘯 𝘦𝘷𝘦𝘳𝘺𝘰𝘯𝘦 𝘦𝘭𝘴𝘦. #ContinuousImprovement #CareerGrowth #SelfDevelopment

How can jobseekers in tech gain competitive advantage through upskilling to get hired? Let's explore the essential steps for tech jobseekers to gain a competitive advantage through upskilling: 1. Identifying High-Demand Skills: In the ever-evolving tech landscape, staying abreast of sought-after skills is paramount. Research industry trends, job postings, and emerging technologies. Skills related to cloud computing, data science, machine learning, cybersecurity, and full-stack development are consistently in demand. 2. Setting Clear Goals and Creating a Roadmap: Define your career objectives before delving into learning. Whether aspiring to be a front-end developer, data analyst, or DevOps engineer, create a roadmap. Break down goals into smaller milestones, allocating time for mastering specific skills and frameworks. 3. Choosing the Right Learning Resources: Leverage diverse online platforms such as Codecademy, offering a spectrum of courses from AI to game development. With a Codecademy Plus membership, access over 300 courses, specializing in a chosen area or creating a personalized learning path. Explore other platforms like Coursera, edX, and Udacity based on your learning preferences. 4. Embracing Hands-On Practice: Theory alone is insufficient; practical application is vital. Apply knowledge through projects, coding challenges, and real-world scenarios. Develop a portfolio showcasing practical skills, whether building web applications, analyzing datasets, or automating tasks. Collaboration on open-source projects enhances both skills and employability. 5. Networking and Collaboration: Engage with the tech community through attending meetups, conferences, and webinars. Networking provides opportunities to learn from experts, share insights, and build connections. Participate in collaborative projects with peers, and consider joining hackathons or coding competitions for additional experience. 6. Seeking Mentorship and Guidance: Tap into the wealth of experience from industry professionals through mentorship. Platforms like LinkedIn offer avenues to connect with mentors who can provide valuable insights, career advice, and help navigate challenges. Don't shy away from seeking feedback to accelerate your learning. 7. Staying Curious and Continuously Learning: Foster a curious mindset to stay ahead in the rapidly evolving tech industry. Explore new technologies, read industry blogs, and follow thought leaders. Subscribe to newsletters, join forums, and pursue certifications relevant to your goals. Continuous learning showcases your commitment to growth and adaptability. In essence, upskilling is an investment in your professional future. Embrace the joy of lifelong learning, and let your newly acquired skills propel you towards a successful and fulfilling tech career! Connect and Follow 👉 Dev Raj Saini #linkedinnewsindia #LIPostingChallengeIndia

From Training to Learning: Embracing Continuous #Growth as Professionals Over the years, my journey in Learning and Development (L&D) has shown me how crucial it is to understand the evolution from "training" to "learning." While the two terms are often used interchangeably, they represent distinct paths in professional growth, and recognizing their differences can make all the #difference in one’s #career. 🏁Training was where I started—focused, structured sessions designed to teach specific skills or tasks required for a particular job scenario. 🖊️Whether it was guiding a team on using new software, handling customer inquiries more effectively, or ensuring safety compliance, training has always been about immediate application. 🖊️It’s essential, no doubt, but it’s only one part of the puzzle. 🏁Learning, on the other hand, is a broader, more continuous process. 🖊️It goes beyond the confines of a training room or an online module. 🖊️Learning involves absorbing and retaining information, expanding one’s knowledge, and developing new perspectives over time. 🖊️It’s about preparing for future challenges, embracing curiosity, and being proactive in one’s growth journey. 🖊️This shift from just training to fostering a culture of continuous learning has been transformative in my own career. 👩💻🧑💻My Advice to Fellow Professionals: Don’t just stop at training. 💥Use it as a foundation, but aim higher. 💥Grasp every learning opportunity that comes your way—whether it’s through mentorship, cross-departmental projects, or even self-directed study. 💥The most successful professionals I've seen are those who never stop learning, who see every challenge as a chance to grow. 💢Remember: Training equips you for the present, but continuous learning prepares you for the future. Embrace both, and you’ll be ready for whatever comes next. 💢How do you balance training and learning in your career journey? 💢Let’s share and inspire each other to keep growing!

Your "perfect candidate" is your biggest mistake. Here's what actually works in 2025: This office sign changed how I hire forever. It said: "Hire for Attitude Train for Hard Skills Mentor for Soft Skills." ↳ Most people nodded. ↳ A few truly understood it. Until I started proving it was true. Example: Sarah, my most controversial hire. ↳ Zero industry experience ↳ Wrong degree ↳ "Too junior" for the role But she had something different: When everyone saw processes ↳ she saw possibilities When we discussed problems ↳ she explored patterns When others defended tradition ↳ she asked "what if?" 6 months later: She rebuilt our entire client approach. ↳ Revenue up 47%. 12 months later: She's training the "experienced" team. Here's what most miss about hiring: Skills are temporary. Mindset is transformative. ↳ I can teach you our tech stack in 3 months ↳ I can't teach curiosity in 3 years ↳ I can train process, but not persistence ↳ I can mentor management, but not drive The game has changed: Your "perfect candidate" with 10 years XP? They're perfect for the past. You need someone who can create the future. After 370 interviews and 15 mis-hires, this is the formula I trust: 50% - Attitude ↳ Learning velocity ↳ Problem-solving instinct ↳ The energy they bring to the room 30% - Potential ↳ Pattern recognition ↳ Adaptability ↳ Leadership instincts 20% - Base Skills ↳ Just enough to start ↳ Everything else can be taught The results? ↳ 90% of these hires exceed expectations ↳ 70% promoted within 18 months ↳ 85% have led major innovations Traditional hiring is broken. ↳ It optimises for the past. ↳ This approach builds the future. Who's the best "inexperienced" hire you've ever made? Share their story below ⬇️ ---- Follow ⚡️Harvey Lee ⚡️ for career acceleration tips that actually work in 2025.

After managing 500+ salespeople over 20 years, I can tell you exactly why this works 👇 I once hired two candidates: Candidate A: 10 years experience, perfect resume, knew every sales methodology Candidate B: Zero sales experience, bartender, but hungry to learn Guess who became my top performer? The bartender.  Within 6 months, he was outselling veterans. Why? He had what you can't teach. Here's what I've learned about hiring for attitude: People with the right attitude will run through walls. They'll make 100 calls when others make 20. They'll learn your product inside out. They'll turn rejection into fuel. Character shows up when things get tough: When the deal falls through at month-end. When the customer's angry. When quotas seem impossible. Character doesn't quit. Skills might not be enough. Passion is your secret weapon: Passionate people don't watch the clock. They obsess over getting better. They inspire customers to believe. They make everyone around them better. But here's the part most companies get wrong: They hire for skill and hope for attitude. They pick experience over hunger. They choose credentials over character. Then wonder why their culture's broken. Skills can be taught in weeks. Attitude takes a lifetime to build. Character is forged through years of choices. Passion? You either have it or you don't. I'll take someone with zero experience but the right mindset over a seasoned pro with a bad attitude. Every. Single. Time. Because skills without the right foundation? That's just wasted potential. But attitude + character + passion + training? That's how you build champions. What matters more to you when hiring - the resume or the mindset?

We need to continually upgrade our Humans + AI capabilities: in ourselves, our organizations, and embedded in the systems we use. The objective at all times is for humans to sharpen their cognition and grow through the interaction. This framework suggests 8 levels for Humans + AI engagement, defining the interaction style and value derived from each. This can be used both for developing skills and designing systems. The levels are: 1. TASK OUTSOURCING Vending machine AI completes discrete tasks via single prompts, providing instant results with minimal user learning or growth. 2. SMART RETRIEVAL Knowledge scanner Users retrieve targeted information or examples from AI, boosting fact-finding efficiency and potentially sparking deeper inquiry. 3. GUIDED DRAFTING Rapid composer AI drafts based on human framing, accelerating content creation while refining user judgment and voice. 4. REFLECTIVE PROMPTING Reasoning mirror Prompts elicit assumptions and counterpoints, improving argument quality and fostering self-questioning habits. 5. DIALECTIC EXCHANGE Sparring partner Human and AI engage in iterative probing exchanges, stress-testing ideas and increasing intellectual resilience. 6. COLLABORATIVE SYNTHESIS Multi-agent council Multiple AI agents present distinct views for human moderation, enhancing synthesis skills and embracing diverse expertise. 7. METACOGNITIVE ORCHESTRATION Process coach AI mirrors cognitive processes and suggests refinements, sharpening thinking workflows and bias awareness. 8. CO-EVOLUTION FLYWHEEL Symbiotic loop Continuous human-AI interaction builds an evolving knowledge graph and fosters mutual insight and mastery. How are you engaging at these levels or what improvements to the model do you suggest?