Given the journey that talent management is on, we do seem to need new answers to new problems, rather than another retrofit of past practices.
Believe me, my journey has not been a simple journey of progress. There have been many ups and downs, and it is the choices that I made at each of those times that have helped shape what I have achieved.
Your income reflects your self-identity. Your impact reveals your personal story.
eMpact.ai is a HR tech platform that celebrates the everyday contributions of a team member in ways that go beyond delivering the expected business outcomes and meeting business goals. We do this by enabling organizations to leverage and nurture individual networks that team members build in diverse ways within organization to build data-driven enterprise capability.
We are not just focused on people. We are equally concerned about business goals and outcomes. eMpact’sbusiness impact analytics engine is linked to business outcomes and powers the high impact talent management decisions.
- Leadership currency
Establish a leadership currency framework that is measurable, credible, continuous and shareable to optimize talent management within organizations.
- Leadership strengths
Essence of our existence is to enable organization to empower employees to create their individual canvas of leadership impact.
- Leadership presence
We promise to provide every individual an opportunity to take ownership for personal growth. We aim to empower organizations to take informed talent decisions.
>17 years experience in New York and India; PwC, Barclays Capital, BlackRock
Scaled-up team from 85 to 255 and tripled revenues within 6 years (in last job before starting eMpact)
Finance & Management domain expertise
University of Texas at Austin and Columbia Business School alum
Fun facts - NY trained bar tender, avid tennis player,multi-linguist (6 language)
>20 years experience; Sutherland, Franklin Templeton, CSC, Convergys
Diversity & Inclusion and Talent Management domain expertise
XLRI, India (pursuing PhD), Wharton School
Fun facts - poet, a trained vocalist, multi-linguist (4 languages)
16 years experience in New York tristate area;IEEE, Pfizer, Mercer
Software engineer and digital platform architect
Western Governor's University alum
Fun facts - loves to spend time in the mountains and in the oceans
Dr. T V Rao
Considered to be one of the fathers of HRD in India
Founder of HRD Network; author of >50 books on HR
New York, Advisor
Adj. Ass. Prof. of Business, Columbia Business School
Goodwill is the only asset that competition cannot undersell or destroy.
I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.
Great vision without great people is irrelevant.
Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?
Above thoughts are something we all have been exposed to in many shapes and forms at various points of time. However we believe that there is hope for HR solutions to better help organizations in a more comprehensive manner.
Case in point- How an individual’s leadership skills evolved over a period of time is needs to be captured in a measurable, credible, continuous and shareable manner.
While on the one hand we say that individual’s talent has unlimited potential and on the other hand organizations have had no choice but to force people through limited budget of the number of promotions and limited budget of increments.
We believe in capturing the power of positivity and purpose.
Focusing on strengths is an important step toward creating a more positive work environment. Below are three specific reasons why a strengths-based approach to managing people leads to higher levels of engagement and effectiveness:
- Increased positive emotions
- Greatest potential for successEnhanced self-confidence
- Enhanced self-confidence
Avoiding touching the weaknesses, unless really necessary, while rather focusing on what to hone, is by far a great (and better) approach!
The best improvement strategy is to focus not just on your strengths ... but on just 1 or 2 strengths. Focus, focus, focus on making your strongest traits even stronger.
Would be great to be in touch and work with you for (and build) enabling a game changing work environment that captures the countless ways employees are impacting lives all around them within organisations.
Sign-up to keep in touch with us:
Please enter valid email id