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The Benefits of Presentation Skills Training

The Benefits of Presentation Skills Training

The business sector has undergone a seismic upheaval in the wake of the epidemic, with remote work and virtual communication becoming the new standard. As a result, making appealing presentations is now more important than ever. Whether working from the office or remotely, presentation skills can make or break an individual’s success in decision-making and collaboration with colleagues. Therefore, developing verbal and written communication skills is a crucial advantage in today's fiercely competitive industry.

How can good presentation skills help you stand out in the corporate world?

While many individuals possess natural communication abilities, these skills can be further enhanced through presentation skills training. Presentation skills training also aids people in overcoming the anxiety and trepidation that frequently accompany public speaking. Participants can learn efficient time management skills, how to handle difficult questions or circumstances, and how to use their voice and body language. They can consequently develop into more assured, articulate, and poised speakers.

During a presentation, you should be able to express yourself in a way that is truly electric, allowing the audience to see the wisest, most reliable, and most alluring aspects of your personality. Your presentation will set you apart if it is done well. Your audience will perceive you as a polished, knowledgeable, and self-assured public speaker. The listeners can be influenced in lasting ways by a speaker’s or presenter’s effective public speaking and appearance. You will find even more opportunities for growth as you draw people in and build more deep, genuine, and long-lasting relationships. These include taking on novel and challenging tasks, increasing your level of responsibility, and working on projects that have the potential to have an impact on more people in more places.

Developing personality through self-awareness

Effective presentations are not just about communicating information but are also about creating an impression on the audience. A well-delivered presentation can help professionals establish their credibility, build trust, and develop strong relationships with clients and colleagues. Through presentation skills training, individuals can learn to create and deliver compelling presentations that showcase their expertise and establish them as thought leaders in their respective fields.

Self-awareness is a key component of personality development when learning presentation skills. It is a lifelong process that requires people to constantly evaluate their actions and seek criticism in order to grow as people. People can become more self-aware, empathetic, and effective communicators, which can help them succeed in both their personal and professional lives. People can recognise their strengths and shortcomings, comprehend their communication style, and create methods to enhance their interpersonal abilities through increasing self-awareness. By giving people the chance for self-reflection and feedback, presentation skills training can aid in the development of self-awareness. Participants can learn how to assess their areas of improvement, identify their strengths and limitations, and create methods to deal with those areas. Additionally, participants can learn how to keep an eye on their communication style, comprehend how others see them and modify their conduct to better suit their target audience.

Building and retaining lasting relationships with clients

Presentations can be a powerful tool for acquiring new clients. They offer an opportunity to showcase products or services and communicate key features, benefits, and differentiators. However, not all presentations are created equal. An effective presentation can help professionals make a compelling case for their offerings, identify pain points, and provide solutions to the audience’s problems. Through presentation skills training, professionals can learn to create presentations that are tailored to their audience’s specific needs and preferences. They can also learn how to use visual aids and storytelling techniques to engage the audience and make the presentation memorable.

In addition to acquiring new clients, effective presentations can also help professionals develop and maintain strong relationships with existing clients. Through presentations, professionals can provide updates on products or services, showcase results, and identify new opportunities to add value. Presentation skills training can help professionals create presentations that foster a positive relationship with clients. They can learn how to tailor their presentations to the client’s preferences and interests, convey a sense of professionalism and expertise, and use storytelling techniques to connect with clients emotionally.

Choosing the best presentation skill training program

Effective presentation skills are critical to achieving success in today’s business environment. Investing in presentation skills training can provide a significant return on investment for professionals in the corporate environment. The ability to create and deliver effective presentations can set individuals apart from their peers, establish them as thought leaders in their fields, and lead to business growth and success. By mastering presentation skills, individuals can take their careers to the next level and achieve their professional goals.

Dale Carnegie Training offers a range of basic and advanced courses for excelling in the corporate environment. One of the flagship programs “High Impact Presentations,” is apt for professionals who wish to inspire massive gatherings, lead meetings or just represent their firm. On completion of this program, you will see measurable gains in better communication, enhanced personal and professional image and ultimately present a positive image of your organisation. Key qualities covered in the training include professionalism, effective communication, interpersonal skills, and creating one’s own presentation style with appropriate body language and voice. Logically and emotionally appeal to the audience by bringing life and clarity to your communication with increased flexibility. Master your talk using expressions, pacing, pauses, gestures, and voice modulation and effectively overcome barriers that restrict flexibility. Small, friendly groups have helpful social learning dynamics that make the experience fun while stretching the participants’ comfort zones. Get in touch with us right away to learn how coaching is carried out properly and is backed by supportive feedback.


Women In Leadership: Empowerment Over Qualification


As we celebrate Women's Day 2023 and reflect on the theme of DigitALL: Innovation and technology for gender equality, it is important to recognize the barriers that still exist for women in technology and leadership. The digital age has brought about unprecedented opportunities for women to succeed and excel, but there are still barriers that must be overcome. Diverse teams are more innovative, make better decisions, and are more reflective of the diverse customers they serve. By creating a culture of inclusivity and diversity, companies can unlock the full potential of their workforce and drive better business outcomes.

The impact of stereotypes on women’s confidence and career choices

Stereotypes have long been a major obstacle for women, affecting their confidence and career choices. Gender stereotypes, such as the notion that women are not as competent in technology or leadership positions as men, can lead to feelings of self-doubt and imposter syndrome. This can result in women being less likely to pursue careers in these fields or to feel as though they are not qualified for leadership positions. It is important for us to recognize and challenge these stereotypes in order to create a more inclusive environment for women.

Support and encouragement help women overcome barriers and pursue careers in technology and leadership. This includes creating mentorship programs, providing training and development opportunities, and promoting a culture of inclusion and diversity. Along with empowering women to break their limiting beliefs, the people around them need to be educated about recognising their beliefs about gender stereotypes and mindset.

Minimizing gender gaps in leadership and technology

The gender gap in leadership roles has been a persistent issue for many years. Women are still underrepresented in top management and executive positions, despite significant advancements. This is caused by a variety of circumstances, such as discrimination in the hiring and promotion procedures, limited networking opportunities, and insufficient support for work-life balance. Thoughtful policies would support women who are balancing their careers with other responsibilities, such as caregiving. Implementing policies and practices that promote diversity, equity, and inclusion, as well as providing support and resources for women to advance in their careers will improve the quality of lives of women.

One of the key issues that contributes to the gender gap in leadership is the lack of diversity in the talent pipeline. This can result in a lack of qualified female candidates for leadership positions. Many women are not provided with the same opportunities for career growth and development as their male counterparts. Moreover, equity is about providing opportunities and adequate resources to an individual for extracting the best performance. Companies can also implement mentorship and sponsorship programs to help women gain access to networking opportunities and support.

Finally, it’s important for companies to measure their progress and hold themselves accountable for creating a more inclusive and diverse workplace. This includes tracking metrics (such as the number of women in leadership positions and the gender pay gap) and taking action to address any disparities.

Empowerment over experience and qualification

Education is often seen as a key factor in empowering women. By providing girls and women with access to education, they can gain knowledge and skills that can help them achieve their goals and pursue their dreams. Education can also help women develop the confidence and self-esteem necessary to challenge traditional gender roles and stereotypes.

Similarly, financial independence can be a powerful tool in empowering women. By earning their own income, women can gain greater control over their lives and make decisions that are in their best interests. Financial independence can also help women gain access to resources and opportunities that might otherwise be unavailable to them.

However, education and financial independence are not always enough to overcome the structural barriers that prevent women from fully participating in society. Women’s access to their rights and freedoms may be restricted by gender-based violence, discriminatory laws and policies, and cultural norms. The role of empowerment in this is crucial. In order to empower women, it is necessary to address the underlying power disparities that keep them from participating fully in society. This may entail giving women the knowledge and tools they require to fight for their rights and expose discriminatory practices. Working to alter cultural attitudes and conventions that restrict women’s options and chances can also be part of it.

“Advancing Women in Leadership program” by Dale Carnegie

This extensive online program developed by Dale Carnegie’s experts is aimed at equipping women to become self-aware, challenge their limiting beliefs and unconscious biases and lead assertively. The program has been curated keeping the focus on bringing performance change in a structured manner. It starts with the requirement of the business and the participants involved. The strategy is built by evaluating where you stand, what you want to be and what needs to change. The program then touches upon making the participants aware of the areas that need to change.

With Dale Carnegie’s Human Relations principles, each module involves active participation, practical application and in-the-moment coaching. Upon successful completion of the program, participants will be able to communicate with different personality styles, lead across generations, manage conflicts effectively and lead assertively with a people-focused approach. Having facilitated the Dale Carnegie experience for over 9 million participants across the globe, the program leaves everyone with a sense of victory. Contact us for a better understanding of how the program will be beneficial for empowering women to become better leaders and how your organisation can play an instrumental role in creating an inclusive space.

At the end of the day, the success of any organization is built on the strength of its people. By investing in women and creating a more inclusive workplace, companies can tap into a talent pool that drives innovation and growth. As we look to the future, let’s commit to creating a more equitable and inclusive world for women.


Best practices to launch a CSR Program

Best practices to launch a CSR Program

Corporate Social Responsibility (CSR) consists of a vast labyrinth of information. Connecting the dots in the right way will ensure that your organization’s initiatives are sustainable in the long run.

One of the dots consists of launching your CSR Program in the best possible manner

This article has handpicked practices that we believe will help you launch an impactful CSR program!

  1. Define what CSR means to you.

Corporate Social Responsibility allows companies to measure, monitor, and improve their economic, social, or environmental impact on society. It requires businesses to analyse how their decisions will affect people, the environment, profit, and their goals.

Having said that, CSR can mean different things to different organisations. Define the goals your company wants to work towards. Define what CSR means to you.

2. Create a long-term vision for your CSR initiative.

One of the most critical factors to keep in mind before setting the foundation for your CSR activities is establishing your company’s long-term vision for social impact. To make this vision a reality, the sustainability of your CSR programme must be considered at this stage. It will ensure that the efforts that you put in do not go to waste.

How? By answering these questions:

●     What is the purpose of this CSR program?

●     What are its goals and objectives?

●     Is it sustainable?

●     Who are the end beneficiaries?

3. Establish metrics to gauge the effectiveness of your CSR program.

How you measure the success of a CSR program will depend on the implemented program. It is important to note that some benefits will be tangible, such as revenue or growth from gaining access to a new market. Others, while equally important, will be intangible – such as, improving the skillset for a specific employee or enhancing employee morale. The key is to establish metrics that align your CSR initiative with your long-term strategy, providing clear direction and goals to be achieved

4. Discuss the CSR objective in a precise and open manner.

In today’s digital world, information spreads fast. Particularly information that has a negative connotation.  

When it comes to CSR goals, you must ensure that your CSR programs are precise and easy to understand by the public at large.   

Be clear and concise when describing the objectives and expected results of the CSR programme. Communicating critical strategies, initiatives, and metrics in clear terms will help all parties understand one another and come together to achieve them. To help with this, and to boost motivation, engagement, and accountability, you must create a communication plan keeping in mind specific goals, target audience, topics, key messages, timeframes, channels, and feedback assistance.  

5.    Involve your workforce in your CSR strategy development.

Human beings are hardwired to be around each other. The sense of togetherness and the feeling of being a part of a community are natural feelings we experience daily.

 Accommodate the values and principles of the team and engage your employees in strategy development to encourage accountability and a sense of purpose. According to research, empowering employees and providing a sense of community can significantly improve team effectiveness, employee satisfaction, and their perception of corporate management.

The above parameters can be considered a baseline to establish the optimal way to launch your CSR programs and practices. However, to gain a holistic and aligned approach, you would need assistance and direction from an expert.

Here is where Walchand Plus comes in.

 We at Walchand Plus understand the importance of creating a sustainable future for the upcoming generations. We strongly believe that the world is our home. Therefore, we strive toward contributing to the greater good.

 Instead of being overwhelmed by the pathways and information that CSR entails, we are doing our part to ensure that corporate social responsibility becomes a fundamental value of every organisation on this planet.

 Get in touch with us today to know more about how we can help to launch CSR programs. 


Internal Communication Strategies to Improve Workplace Engagement

Internal Communication Strategies to Improve Workplace Engagement

The team communication tactics used in business significantly impact business outcomes because communication is the glue that binds an organisation together. The pandemic was one of the most testing times that we have experienced in recent times. Many organisations across the globe have reported a decline in employee engagement levels since early 2020. With remote and hybrid work styles gaining popularity, the necessity of effective communication between employees and immediate managers is more important than ever.

Internal communication is a significant element of employee engagement. It is a prerequisite for developing long-term productive relationships between employees and employers for achieving all the business objectives successfully. Internal communication is a mechanism for offering assistance and empowering staff members to do their best work and managers to achieve organisational goals by exchanging high-level information based on the company mission and values. Shared knowledge of the organization’s vision, goals, and values is always reinforced by internal communication. To achieve corporate and personal objectives, internal communication does include conversations between employees and between employees and management.

Although it may seem obvious that good team communication is critical, it is not always apparent how to implement a strategy for it. The challenges of driving employee engagement can be overcome by developing a solid internal communication strategy.

Foster clear, regular and deliberate communication

Clear and effective communication is inevitable in any business. Regular and deliberate communication should not be confused with staying connected the entire day and micromanaging the team. That would be a sure recipe for disaster. Managers can schedule times in a day to connect with their team members on a one-on-one basis. This ensures that the tasks are being carried out seamlessly making the employee feel valued. If managers make use of this opportunity to check on the well-being of the employee, the engagement levels are sure to skyrocket.

Written communications during remote working need to be handled with care. Since interpreting the tone of text messages is difficult, it is better that messages sent on communication apps are followed up with a call. This keeps unwanted friction and confusion at bay.

Apart from the above, managers can make the employees feel important in the business by employing a few tactics consciously. A simple smile here and there, a moment taken to appreciate the hard work put in by the employees, and talk in terms of their interests.

i.        Sharing regular updates

If the managers share regular updates about the performance of the business and the contribution of employees towards it, employees feel motivated to be better each day. Making all review meetings only about individual performance can be distressing to the employee. Instead, if regular updates are shared regarding the performance and how it is enabling the business would be a good strategy for improved engagement.

ii.        Appreciating efforts

Any additional effort put in by the employee should be generously praised by the leaders. The results that public appreciation does to the future performance of an employee are immense. Recognising good work needs to be a regular practice and should not be overlooked as something that is expected of an employee.

iii.       Training and Upskilling

Regular communication is essential to identify the struggles and gaps in the performance of employees. It is valuable for an employee when a manager identifies areas of improvement and supports them by organising training programs and workshops.

iv.       Provide a platform to engage

The goals of strengthening internal communication can be made more engaging and interactive where the entire team contributes their views on business problems. Regular internal surveys and discussions in the internal group are helpful where everybody irrespective of seniority comes together to find a solution to improve bonding within the system. The improved rapport between employees and leaders improves engagement.

Strengthening the link between internal communication and employee engagement

Employee engagement and internal communications should be integrated by design and through the utilisation of leadership communication skills. Enabling the practice of feedback gives employees a feeling that their voices are being heard. A lot of leaders and businesses still think that internal communication is the same as engagement. In fact, it is just one aspect of employee engagement. Communication can be informative but driving engagement is a different game altogether. Each employee should be aware of what is expected of them at work, opportunities to be seen and heard, a sense of purpose, room for growth and recognition for work. Trying to see concerns from the employee’s point of view and appealing to nobler motives aids in employee engagement while also showcasing your leadership skills.

For improving engagement, leaders need to adopt top-level communication skills. Leaders need to attain impeccable communication skills to strengthen their teams and their relationships with others in the organisation. Dale Carnegie Training offers training programs in communication and people skills to thrive in any environment. The program empowers participants to project an enthusiastic attitude, motivate others to take action, communicate clearly and logically, and energize and engage listeners. The program equips participants to be influential and focused leaders and problem solvers. The training program works best for all leaders who wish to take charge of the well-being of their team members, nurture interpersonal relationships and improve employee engagement and retention in their organisations. Dale Carnegie’s Golden Book has a multitude of principles to motivate, coach and mentor employees.


How Does Diversity Without Inclusion Affect an Organisation

How Does Diversity Without Inclusion Affect an Organisation


A well-articulated diversity agenda has consistently been the focus of organisations that have made remarkable progress in their D&I journey. For a long time, diversity in Indian workplaces was defined through the gender lens. Workforce diversity also includes generational, cultural, religious, racial and geographical diversities. In the initial stages, an organisation focuses on initiatives and the focus shifts to model behaviours as the mission progresses.

In the efforts to become equal opportunity institutions, organizations place a strong emphasis on diversity and inclusivity, which is consistent with their values and culture. Brainstorming of D&I goals needs to happen at the top level. Setting realistic goals together and being open to feedback at all times are essential practices for instituting and achieving D&I goals faster.

What is diversity without inclusion?

Diversity without embracing inclusivity is a sure recipe for disaster. For instance, the possible outcomes would be a struggle for power, harassment and assigning “gender roles” within a work environment intentionally or otherwise. A diverse pool of employees contributes extremely well to creative and “out of the box” thinking with their diverse experiences and socio-economic backgrounds. If the ideas are criticised and rejected without any discussion by the team leaders, diversity becomes pointless. Diversity is nurtured only in an inclusive environment.

In a nutshell, true inclusion is when all people from diverse backgrounds feel accepted, valued and respected. Diversity is like preparing an elaborate menu for a dinner party without considering the guests’ preferences. Inclusion is when everybody gets to enjoy the feast. There is no point boasting of a diverse workforce if each of those employees does not feel included. The feeling of non-inclusiveness arises from various factors. A few reasons are lack of awareness and exposure, personal bias, or the unwillingness to be open-minded and welcoming.

Tips to improve inclusion

Inclusion is largely dependent on the company culture and the responsibility of shaping the organisational culture is on the senior leaders.

i.        Create awareness

The seniors form the connection between the management and the employees. Hence the first step towards improving inclusion is to educate the senior leaders. Many a time, one’s personal biases come in the way of inclusive behaviour. Such unconscious judgements can be overcome with education and proper training. Regular D & I training and sensitization programs are increasingly becoming an integral part of the corporate policies of many Indian organisations.

ii.        Set goals and communicate

Inclusion goals that are set need to be communicated to the whole team. There should be an open channel of communication between the policymakers and the employees to ensure that the goals are achieved. The HR department and team leaders need to ensure that the policies that are in place are effective and serve the purpose. This is possible only with discussions, assessments and two-way communication.

iii.       Revise the policies

As an inclusive organisation, the HR policy needs to consider and include leaves for significant occasions that are generally not celebrated in the location of work. The policies need to be structured in a way that candidates feel welcome right from the acquisition stage through the retention phase. A neutral job description, a diverse interview panel and specialised psychometric analyses need to be part of the hiring strategy. Rather than coming up with a long list of policies and not following through, it is best to introduce simple and realistic policies and work steadily.

iv.       Introduce team-building activities

In any team-level or organisation-level decision-making, the management needs to consciously include employees from diverse cultures, races, religions and sexual orientations. Celebrating diverse traditions together at the workplace is a great way to make everyone included. Everyone will feel included if significant days for all groups are celebrated, including those for minority communities where they might have previously experienced some form of discrimination.

Challenges of implementing D&I policies and driving workplace inclusion

Diversity and DEI goals are not event-based or number-based. When an organisation starts treating DEI objectives as metrics that need to be chased every year, the whole idea becomes futile. The strategies need to be integrated with corporate policies and approached in a way that drives workplace inclusion. If that alignment is not there, diversity and inclusion become merely a fancy statement for attracting fresh talent. DEI initiatives are aimed at making human lives and collaborative functioning easier in the workplace.

When an employee goes out of the way and respects diversity at work, the organisation needs to appreciate their efforts publicly. Encouraging employees and rewarding good behaviour drives employee engagement as well. Diversity is a catalyst for innovative thinking, better decision making and team building. Inclusion is what strengthens the team and boosts engagement and retention.

The goals and plans of DEI do not serve everyone equally. A “one size fits all” approach does not work when trying to achieve inclusion. Rather, a customised approach whereby the organisation understands the psychology of each employee through communication and psychometric assessments helps in driving inclusion. At the end of the day, the DEI strategies should ensure fair representation of its workforce.


Ways to Analyse Workplace Competencies in Employees

Measuring employee competence is a crucial part of your working relationship with your employees and the appraisal process.

A “competency framework” is a framework that lists and describes each individual competency, such as problem-solving or people management. It is needed by employees working for an organisation or a division of that organisation. A critical component of implementing a competency management framework in your organisation is ensuring that employees understand that their competency levels will be assessed at regular intervals. 

This gives employees a clear understanding of their role in the organisation and a sense of direction and purpose. 

The parameters for employee performance

A commonly made mistake is believing that offering basic training to each employee is sufficient to expect high-quality output and long-term commitment. This mentality is short-sighted and will never provide excellent results for your employees or company.

The company’s perception of an employee’s performance borders on the employee’s function as well as the ambitiousness of your expectations. It is, therefore, critical to identify and promote the factors that lead to high levels of employee performance. Some of the factors to keep in mind include

  • Their commitment to their job
  • The relationships that they have forged inside the organisation
  • Their amount of comprehension of the role requirements, morale, values and ethics might have a significant influence on their performance.

Today, we will look at 5 ways to analyse competencies in the workplace.

1. 1-1 meeting with the manager

Communication has shifted to the digital medium in today’s fast-paced world. While it makes lives easier, it is also slowly turning into a breeding ground for misinterpretations and misunderstandings. This is because key factors such as tone of voice and context get missed when communication happens via digital mediums. 

A 1-1 meeting is the best way to solve teething issues and long pending arguments. These meetings should be used to discover and discuss untapped potential as well as areas for development. Documenting these conversations will make it easier to measure progress, and recognize patterns and problems in the future.

2. Comprehensive questionnaires

A comprehensive questionnaire contains all the relevant questions to assess and understand an employee. It facilitates the understanding of the problems and unearths the scope for improvement by providing insights into how the individual is perceived by their coworkers, peers, customers, and management. It also creates an opportunity for you to be open and honest about your dealings with your employees.

3. Key Performance Indicators (KPI)

It is critical to define significant goals for the employee to achieve. With KPIs, you can facilitate growth and recognition by providing purpose and direction. You may then use real-world examples to highlight their triumphs and shortcomings. These examples may include customer-centric KPIs such as per-customer efficiency and client satisfaction, and process-focused KPIs such as measuring and monitoring organisational operational performance. 

4. Annual Appraisal

The annual appraisal is another way to ensure that the employee is fairly compensated for their contribution to the organisation. The organisation can also understand how much money is being spent on hiring employees, and calculate the PRR (Payroll to Revenue Ratio) – a productivity indicator that assesses how well a company uses its labour expenditures to generate income.

The conclusion of an assessment should not surprise the employee; rather, it should give an accurate review of their performance over the past 12 months. You can also use software to assist you in gaining additional insights.

5. Effective Communication

One of the key components of workplace competency is communication. This is an underrated but extremely critical trait. Without effective communication, an organization will crumble. The consequences of this can range from tension between employees to frustrated clients. 

To combat this, have a standard operating procedure manual ready. This should include the levels of communication, red flags that have to be immediately addressed and the right point of contact for grievance redressal if an employee has any questions or concerns. 

Ensuring the implementation of this system will help the organisation go a long way concerning employee and client satisfaction. 

How can Walchand Plus help you?

We at Walchand Plus understand the importance of assessing competencies at the workplace and can assist your organisation with its in-house modules and programs that have been painfully crafted with utmost attention to detail and upgraded over the years to ensure that organisations get the maximum result and benefits. 

Get in touch with us today to know more about our customised programs for a wide array of organisations.  


2022 Reflections – Take a Positive Step Into 2023

As I sit down to jot my thoughts as one more year passes by, I am as always amazed with the variety of things that have changed and yet somehow remained the same. Every day we have been faced with new challenges that we have never faced before and every day we have been finding our way through them – using the skills we have gained over our lifetime. From mass layoffs to recession, from India emerging as the skill capital of the world to AI taking over the world by storm; everyday has been eventful to say the least.

With economies still recovering from the pandemic and people continuing to adapt to changes they never expected, 2022 had it all. As I gained more insight, it boiled down to the basics, and the whole journey of reflection seemed like a good reminder to not only make decisions for the coming year, but to celebrate the year this year was.

Only in the last month of this year have we seen a surge in artificial intelligence; technology is evolving at an astonishing speed. The future of labour is a hotly debated and speculative issue. Many prospective events and trends, such as technological improvements, changes in the global economy, and adjustments in the nature of labour itself, might impact the way we work in the future.

2022 saw increased usage of automation and artificial intelligence, a trend that will accelerate the future of employment. This combined with possible recession has resulted in a lot of lay-offs and right-sizing towards the end of the year resulting in a shift in the sorts of occupations now accessible to workers. At the same time there will be a proliferation of new, technology-focused jobs.

2022 also confirmed that the remote work situation forced by the pandemic has transformed into rapid expansion of remote and flexible work arrangements. People are increasingly able to work from anywhere, at any time causing a shift away from the typical 9-to-5 office occupations. Furthermore, the emergence of the gig economy and the growing popularity of freelance employment shall influence the future of the industry.

Finally, developments in the global economy and the nature of work itself may have an impact on the future of work. For example, there will be a greater emphasis on sustainable and socially responsible company operations, growing into new industries, job roles and types of engagement.

As we move into the new year, I believe it is important to reflect on the past year and set ourselves up for success in the year ahead. Here are some tips that I have gathered over the course of this year that I will surely take with me to 2023 and I am listing these in no particular order:

1.    Keep yourself – and your team – fresh and relevant: Learn, Upskill & Evolve

2.    Don’t forget your health is your best wealth

3.    Prioritize time and resources to keep your energy levels up

4.    Be nice to people, and that includes yourself

5.    Get rid of your unconscious biases, reach out to people and diversify your network

It all boils down to the simplest things. Become a friendlier person. That’s one of Dale Carnegie’s most famous philosophies, and it’s one that has held true throughout the years. Building relationships and influence are what drive one’s long-term success and happiness. It’s a simple concept, but one that can be difficult to execute. That’s why Dale Carnegie’s 30 Principles is still relevant today.


Be a Leader that Creates an Impact

When we talk about leadership, the first few words that come to our mind would be “helping beautify others,” and “making an impact.” Once a person attains a leadership position, their prime intention would be to make a difference. Anybody can help, but how well you inspire, motivate and influence the thinking of others makes you a true leader. Being a leader and leading with influence is a calling.

Attributes of a true leader

Leadership is not just people management skill but an attitude. People are not born with leadership skills but develop them during their lifetime with the kind of life experiences they go through. As John Maxwell states, “Leadership is Influence – nothing more, nothing less” and it cannot be truer. Regardless of one’s position, anybody can influence and create an impact on others. The following points mentioned in this blog are inspired from Book from Dale Carnegie ‘The Leader in You’:

i. Leading over giving commands

Commanding power is often mistaken for good leadership skills. A person who is a good leader always leads by example and walks ahead of the crowd.

ii. Strong belief and sense of self

Everybody has the power to impact but one needs to believe it first to make it happen. A strong sense of self is needed for one to display a high level of confidence. As the belief to create an impact on others develops within an individual, they start to show strong leadership skills.

iii.  Active listening skills

Good communication starts with active listening. When an individual has a genuine interest in understanding what others have got to say, they get one step ahead in becoming a good communicator.

iv. Integrity

Personal values and integrity are vital in creating an impact. Nobody will be interested in following someone who does not stand by them in adverse situations. A good leader takes accountability, shares the load with the team, and shares credit for good work equally.

How to create an impact as you lead

When visualizing a leader, each individual will have a different picture. The goal of a leader is to leave an impact on others and create more leaders for future generations to come. Rather than questioning the effectiveness of leadership, the focus needs to be on how your influence affects others around you.

Let us take a look at the key areas of influence.

i. Logic

Logic is tied to common sense and basic reasoning. It is the attitude with which one approaches a situation and comes up with solutions. The competency in making wise and timely decisions without jumping to conclusions is a key factor that makes a leader stand a class apart.

ii. Humility

Leaders who create an impact are humble and not arrogant. They are extremely humble and do not get agitated when their authority is threatened. That self-assurance also shapes them to be great communicators. Great leaders show emotional control by understanding the problem and responding patiently.

iii. Passion

Leaders exhibit an unbeatable degree of perfection that arises from a deep-rooted passion for what they do. People around can see one’s passion and the energy that radiates while a task is being done.

iv. Accountability

Successful leaders do not shift blame when in trouble and take accountability for their actions. They are open to receiving feedback and do not feel threatened when their authority is in question. They are great listeners and effective communicators.

v. Mentoring

Leaders do not blame and insult others for their inefficiency. They coach, mentor, and hold their hands on their journey to unlocking their true potential. They are generous with praise and do not mince words while appreciating others.

vi. Promoting diversity

Diversity is critical for a company’s growth and success. Leaders need to recognize the importance of diversity and be more open to everyone irrespective of their gender, and cultural and generational differences.

The true meaning of impact in leadership

Leadership is like a muscle that needs to be developed. It is an attitude that needs to be polished by practicing leadership skills regularly with determination and a positive attitude. A leader is also someone who identifies opportunities and makes the most of them. They recognize that opportunities are golden chances to prove their potential.

Impact is an influence that inspires others towards adopting positive behavior. Having influence may not necessarily create an impact even though there is an opportunity for it. For a better understanding of what creating an impact means, think of the influence parents have on their children. They have an impact on the children’s growth and behavior. All leaders influence but very few are capable of leaving an impact. 


How to Win Customers and Influence Buying in the Festive Season

A customer-centric approach can be easily summed up by quoting Harry A. Overstreet, a psychologist cited in Dale Carnegie’s book, “The best piece of advice which can be given to would-be persuaders, [is to] first arouse in the other person an eager want.”

What better time than the festive season for brands to persuade eager buyers to purchase their products or services? To capitalise on the uptick in spending during the holidays, it is crucial to note the factors that influence buying behaviour at this time.

Through the internet, customers have more knowledge and control over the buying process than ever before. With online reviews and direct access to any information they need on a given product or service, a good brand story or narrative is no longer enough to persuade prospective buyers. The market is competitive – and frankly, even a quality product or lucrative discount might not be enough to drive a sale.

On the sales side, truly learning how buying behaviour shifts during the festive season is a very important tool. The key is to understand buyer motives, pain points, and preferences – and then communicate that understanding effectively to them. Every touch-point with the brand is now a chance to create a customer-centric experience that fosters trust and long-term brand loyalty. Smart organisations are already making innovative changes to guarantee an extraordinary client experience.

A great example of this is the American outdoor clothing company, Patagonia. The brand is well known for their focus on environmentally-friendly practices and products. Patagonia understood the power of the customer and aligned their offering to buyer needs. For one, they recognized the need for customers to feel good about what they buy. By rejecting fast fashion, using recycled materials, and committing to sustainable practices across their supply chain, they created products that customers can feel proud to purchase. Secondly, they recognized that with the advent of greenwashing, merely promoting sustainability is not enough to convince the well-informed customers of today. Buyers need to feel trust in order to believe in a brand's claim. Patagonia focuses greatly on transparency in order to build trust. This includes initiatives like publicly disclosing their Supplier Code of Conduct, sharing the list of their production mills and factories, and willingly answering questions around their supply chain and challenges. This approach has helped Patagonia create a strong customer base and brand name, consequently benefiting their bottom line.

It’s clear that an effective, long-term solution to generating desire among customers is fostering a genuine connection with them. Acknowledging customer needs goes a long way in convincing them that the product or service aligns with their priorities and therefore, is the best fit for them.

The answers to the following questions are a good starting point in understanding the motivations of potential customers:

● Why should any customer buy this product or service?

● What problem is this product or service solving?

● What added value is said product or service adding to the customer?

● What may come across as undesirable or a bottleneck in the customer experience?

● How can one address this hurdle and provide the best customer experience?

A powerful yet fundamental sales system emphasises the importance of rapport, listening, and inquiry in the sales process – as well as engaging customers in the way they want to be engaged. Modern sales processes would be rendered useless if not empowered with the timeless and powerful human relation principles. A customer centric approach reverse- engineers the ideal customer journey and builds the sales process around the customer. It is worth noting that 82% of business buyers desire the same experience they would get when making a personal purchase, according to a recent Salesforce report. These are not just mere philosophies. Over the past 15 years, Amazon has had a 41% Year-Over-Year annual revenue growth using a formula that includes personal buying experiences that are:

1. On-demand

2. Easily accessible

3. Frictionless

If this is what customers expect when buying for themselves, that’s the experience they want when making purchases for a business as well. From emotional journeys to financial decisions, the following factors can help a brand bring a customer-focused approach to their sales process:

1. Mapping the Complete Customer Journey

It’s crucial to map the end-to-end journey of both the user and the decision maker, as both are key stakeholders. In a sense, it is similar to how festive purchases are often not for oneself but for gifting to someone else. Even though the product is the same, the perceived benefit is different for the buyer and the recipient. In a business context, the end user would usually focus on factors such as product features, functionality, ease of adoption, etc. On the other hand the decision-maker will be more concerned with factors like cost and ROI. To make a convincing pitch, sales should acknowledge both customer journeys. By finding the answers to the above mentioned questions, sales will be empowered with the information needed to do this. Festivals in India evoke an emotional response and the purchaser generally focuses more on value-based ROI than a financial one. This makes the sales process both easy and tricky.

Mapping both the journeys will help one to:

· Understand which stakeholder to involve when

· Know the appropriate channel and messaging to adopt when communicating to each stakeholder

2. Maintaining Personalized and Consistent Communication with Customers:

Consistency is a fundamental shared by all of the best brands in the world. Customers interact with the brand and message through what they read, see, and hear. Creating season-specific content and communicating with the same spirit across all platforms highlights the brands dedication towards the offering and reinforces the customer experience it seeks to build.

With a surge in online shopping during the post-pandemic era, brands need to ensure that every piece of communication is authentic. This includes being consistent with brand values, as well as being mindful of consumer sentiment. Be it Diwali or Christmas, customers remember experiences, and that is what will make them return to a brand.

Dale Carnegie offers a wonderful solution in the book Sell, which includes a Sales Toolkit and Magic Formula Worksheet aimed at helping businesses create powerful, persuasive messaging to connect with customers.

Happy Selling!


How to Implement a Successful CSR Strategy

How to Implement a Successful CSR Strategy

An organisation that implements Corporate Social Responsibility (CSR) aims to make the society better through ethical business methods while preserving the viability of its business model. A robust CSR strategy builds a business case for how your chosen CSR efforts may fit into your overall plan for business success, ensuring that your project stays on track and meets each KPI along the way. In order to design a successful CSR strategy, it is important to merge a company’s social responsibility with business-related thinking. A well-thought-out CSR initiative can boost an organisation’s profits and impact its reputation in many ways.

A realistic long-term CSR strategy will have long-lasting results that can bring multiple benefits to a business. A successful CSR strategy needs to be designed and structured well in every way.


i.                 The Problem

Identifying a cause is one of the initial and crucial steps in planning a CSR initiative. The problem to be addressed needs to be in line with the values of the organisation and something that the employees feel compelled to invest their time and energy in. The planning stage should ideally involve discussions among employees and managers. Feedback and insights from people from diverse backgrounds are essential for a different perspective.

ii.               The roadmap

Conducting extensive research and analysing the work of organisations who have done similar work is a good place to start. Based on the study, a plan needs to be crafted taking into consideration the possible roadblocks that may arise on the way.


i.        Analysis

SWOT analysis is the first step in understanding the strengths, weaknesses, opportunities and threats. The PESTLE framework helps in identifying the political, economic, social, technological, legal and environmental issues. Thorough assessments and analyses are necessary for any CSR activity. No project remains sustainable without assessing the needs of the community. Hence need assessment is inevitable. Surveys conducted on the ground give an accurate understanding of the cause.

ii.       Goal setting

An effective CSR initiative needs to have goals that are SMART (Specific, Measurable, Achievable, Realistic and Time-related). It is important to be honest with all the stakeholders involved. The cause should support the values held by the organisation and the benefits it would bring to society when implemented.


i.        Campaign Launch

When all the procedures are taken into account properly, the next stage is implementation. The launch should be effectively communicated to the employees, investors, partners, local communities, press and customers.

ii.        Monitoring and maintenance

The maintenance of the campaign involves considering the goals set and even the smallest KPIs to monitor the progress of the project.

Impact Assessment and its importance

Since the required law took effect in FY 2015, Indian corporations have invested more than 1 trillion INR in CSR initiatives. A huge investment like that calls for accountability and transparency, which is why CSR efforts need to have their impact evaluated. By integrating the board and leadership teams, these assessments serve to increase the quality of CSR projects in addition to enabling greater transparency in the use of the CSR budget. Impact assessments assist investors and other stakeholders in learning more about the advantages and disadvantages of their actions, promoting corporate social responsibility. Beneficiaries, implementing partners, project stakeholders, local government representatives, and others are included in the quantitative and qualitative impact assessment measuring process.

The CSR Amendments Rule 2021 under the Companies Act 2013 outlines mandatory impact assessment for

–    Companies with an average CSR obligation of Rs. 10 crore or more in the preceding three financial years.

–    Companies having CSR projects worth Rs. 1 crore or more and that which has been completed not less than a year before taking the impact assessment.

Companies can budget a maximum of 5% of the total spending or Rs. 50 lakhs for impact assessment, whichever is lesser.

Best practices for a successful CSR strategy

In short, a successful CSR strategy should ideally involve a lot of research and planning. Setting realistic and sustainable goals that are aligned with the company’s values is of prime importance. Effective communication among all the people involved will give a clearer picture of the challenges that the planning team may have overlooked. Various assessments and surveys help in evaluating the sustainability and impact of the project. A good CSR plan has a lot more than just the data, plan and processes that benefit the business and the cause it is helping in the long run.

Getting an external agency for end-to-end planning and implementation of CSR projects will make the business’s CSR objectives easier to achieve. Walchand Plus has expertise in creating the right strategy that aligns with the business’s values and CSR goals that businesses wish to achieve. With baseline studies, need analysis and the use of the right tools, Walchand Plus’s team of experts conduct thorough research and advises clients about the required competencies. The findings obtained as part of the social audit are systematically documented in the sustainability report. The social impact of planned projects will be critically evaluated for unforeseen challenges and assessed as a critical prerequisite. The dedicated volunteers and resources working on the project will be provided with professional training to make the project a long-lasting success. Get in touch with Walchand Plus today for 360-degree assistance in making your CSR activities impactful and sustainable.