Chetan Tupe’s Post

"It’s not what you've done but who you are." When was a time when you had significant impact on a group – in a meeting, a training or a community gathering. You could have been the facilitator, consultant, team or group member. What was your role and what was the impact?   Here’s my story: When I began studying for certification in Organizational Development (OD), the first course was a week-long intensive workshop. I was a beginner in this field, but in mid-career so I had some experience.  I felt less knowledgeable than others, and wasn’t sure if I belonged - in the class or in this field of OD. It turns out that I had significant impact on the group of 25 people, by the questions that I asked and by my presence.  One key thing is that I was also willing to diplomatically ask questions about our community agreements and how we were, or actually weren’t, living up to them. At the end of the workshop I got feedback calling out my “quiet inner strength” and “your compassion and deepness is so appreciated.” Wow; I didn’t realize that I was having that kind of impact! - and I was deeply moved by it. What I then realized was that it was "Who I was" more than "What I had achieved" or "How much I knew" that had an impact. Who knew that such a thing was possible? We live in a society that values achievement and knowledge and doing things – but it was the core of my Being and how I showed up in the class that made an impression on people. It was also my ability to use my comments in service of the group – by voicing what I was experiencing on behalf of helping the group improve the quality of our interactions. We get to decide how we want to be, and how we want to influence others. It’s part of our “use of self”, being aware of how we come across and using ourselves as instruments of change. What resonates for you in this story? 😃 #useofself #instrumentofchange

👨👦🌿 Lessons from the Garden: Embracing Opportunities to Teach and Share 💧🌱 Last weekend, as I was using the garden hose, my son eagerly wanted to help. My initial reaction was to keep going on my own—thinking it would be faster and easier. But then it hit me: I was about to deny him a valuable chance to learn and experience something new. This simple moment made me reflect on how often we, as professionals and individuals, might unintentionally hold back others from growth opportunities by choosing to do things ourselves instead of teaching and sharing our knowledge. Here are a few key takeaways from that experience: 🌟 Empowering Others: Allowing someone to take part, even in the simplest tasks, empowers them and fosters a sense of accomplishment. Whether it's at home or in the workplace, sharing responsibilities can inspire confidence and growth in others. 💡 Cultivating Curiosity and Skills: Every new task or challenge is an opportunity to learn. When we involve others, we spark their curiosity and provide them with practical skills that they can carry forward. This is especially important for young minds, but it applies equally to our colleagues and peers. 🤝 Building Stronger Connections: Shared experiences, no matter how small, build stronger bonds. When we take the time to teach and collaborate, we create an environment of mutual respect and teamwork. It shows others that we value their participation and growth. ⏳ Long-Term Benefits: While it might seem quicker to handle things ourselves in the short term, investing time in teaching others pays off in the long run. It leads to a more knowledgeable and capable team, reducing future workload and fostering a culture of continuous learning. 🔄 Reflecting on Our Own Practices: This experience was a reminder for me to pause and consider how often I might be overlooking opportunities to teach and mentor. It’s a call to be more mindful and intentional about sharing knowledge and encouraging others to step in and learn. So, next time you're about to tackle a task alone, consider the potential for growth and learning in those around you. Let's embrace the opportunity to teach, share, and uplift others. Together, we can cultivate a culture of collaboration and continuous improvement. What moments have made you realize the importance of teaching and sharing? Share your experiences and thoughts in the comments below! 🌿👨👦 #TeachingMoments #EmpowerOthers #ContinuousLearning #Collaboration #LeadershipInAction

What are the advantages of Executive peer learning? We’ve put together 6 key reasons why one of your core focuses should be continuous, executive peer learning. 🌟Broaden Perspectives: Recharge your thinking with fresh perspectives and new ideas. 🌟Long-Term Professional Development: Stay ahead of the curve, by continually updating and improving your skills and knowledge. Stay up-to-date with the latest trends, technologies, and best practices. 🌟Network for Knowledge: Leverage a powerful network of like-minded peers and leading subject matter experts who share their expertise and answer your questions. 🌟Accelerate Learning: Fast-paced executive learning will help you to make a timely and positive impact while learning from other successful peers in your group. 🌟Identify Blind Spots: We all have knowledge gaps – Executive peer learning helps you identify your blind spots   🌟Share Knowledge and Experiences: Share proven best practices and forward-looking perspectives in a supportive environment and collectively contribute different experiences and skill sets. To learn more, please visit https://lnkd.in/gMFuXmYQ #ContinuousLearning #PeerLearning #ExecutiveLearning #ContemporaryLeadership 

It’s 2024 - a brand new year! The power of mentoring stands out as a beacon for both personal and organizational growth. Here's why fostering a mentoring culture within your team can make an impactful difference: Retention & Attraction: Mentoring programs are pivotal in retaining top talent and attracting new people. They showcase a commitment to employee development, a critical aspect for individuals seeking growth opportunities within an organization. When seasoned professionals guide and empower newcomers, it creates a nurturing environment that fosters loyalty and attracts fresh talent eager to learn and grow. Knowledge Transfer: Mentoring facilitates the transfer of tacit knowledge—those invaluable insights and skills that aren't found in textbooks. Experienced mentors pass on their wisdom, offering practical advice and sharing lessons learned from real-world experiences. This knowledge exchange strengthens the team's overall skill set, enhancing productivity and problem-solving abilities. Social Support & Professional Development: Beyond skill acquisition, mentoring provides a crucial form of social support. Mentees often gain confidence, guidance, and a sense of belonging within the organization. This supportive relationship extends beyond professional skills, nurturing holistic growth by addressing challenges and fostering personal development. By embracing mentoring, we cultivate an environment where learning and growth are continuous, benefiting both individuals and the organization. Ask us how Pollinate Networks Inc. can help you leverage the power of mentorship to inspire, retain talent, and foster an inclusive, supportive workplace culture. #mentorshipmatters #mentorship #retention #attraction #socialsupport #knowledgetransfer #newyearsresolution #crosspollinateai #mentor

It is learning at Work Week so we thought it was a useful time to re-share the Honey & Mumford 4 Learning Styles: Activist, Theorist, Pragmatist and Reflector. Knowing what style you prefer will help you to identify opportunities that will have a more profound impact for you. Sharing your preferred learning style with your manager will help them to support you more effectively too. 🔸 Do you like to just jump in, with an open mind and have a go? 🔸 Do you find yourself needing time to digest the new knowledge before applying the learning? 🔸 Do you like researching information and gathering facts and theories before you fully understand the information? 🔸 Are you a practical person that needs to have a go and experience the learning before you fully embrace it? Often we can learn through all 4 ways, but have a dominant one or two learning styles. You can read more about these styles and how you learn on the website: https://lnkd.in/eAJSapNX #TrainingAndDevelopment #LearningAndDevelopment #Management

Mentoring programs are a fantastic tool for boosting engagement; increasing retention; and finding your community at work. Learn more about how ABC Mentoring Programs contribute to building inclusive technology teams ⬇️

Mentoring is important in healthy organisations, and rewarding on an individual level. Also an excellent opportunity to improve inclusion and diversity by escalating skillsets.

September means back-to-school time, and it's a good reminder for us to reflect on how we approach learning in the workplace. Whenever the CuriosityBased team is invited into workplaces to introduce the 7 Forms of Respect®, we often hear resistance to "training” like, “I can't believe we have to do 'respect' training," and "Ugg… Training.” We learned to clarify that our sessions aren't about training how to be “respectful.” We help people practice curiosity about what respect means to us and others. As one participant said, “Being curious about respect is so much more enjoyable than being told to be respectful.” Do you want to get clearer on the difference between training and learning? If so, check out my video: 👉 Watch Video : https://lnkd.in/gYwqXFmU While we focus on designing learning experiences, we also understand sometimes it makes more sense to provide training, especially if replicable precision is required. What topics do you think should be approached as learning experiences rather than training? #LearningVsTraining #WorkplaceLearning #CuriosityBased Caption: I created this chart back in 2020 to show a side-by-side comparison between Learning and Training. https://lnkd.in/gwNCxhG5

How do we learn? Some research suggests it breaks down like this: - 10% from coursework and training - 20% from developmental relationships - 70% from challenging experiences and assignments When we're placed into challenging situations, it produces questions. The process of seeking out answers to our own questions is when the magic happens. Of course it's not this simple, and they are all interconnected. But our traditional approach in almost every system - schools, workplace training programs, conferences, sermons on Sunday - spend seemingly 90+% of their time catering to <30% effectiveness. Challenging experiences and projects are, well, challenging. If I'm honest, there are many days that I would rather avoid that challenge. It's uncomfortable. But what do I remember from the last audience I was in as I listened to an expert on the stage? Maybe 1-2 points, and that's if I took notes. What do I remember having to navigate the last challenging scenario, in which I had to figure out the answers to a set of problems I had never really encountered before? Too many to list. Maybe this should cause us to think about how we are learning. Or better yet, how we are teaching. #learning #growth #culture

Group Learning and Culture: Where Is the Link? Many experts consider that group learning is a major process in forming a culture. The reason is that it facilitates the sharing of knowledge, values, and behaviors among individuals, which are the building blocks of culture. But how is this link made? - Group learning allows for the transfer of knowledge from one individual to another, creating a shared understanding that can become part of the group’s culture. - It serves as a means of socialization, where new members learn the norms and values of the group, helping them integrate and become part of the culture. - Through group learning, individuals learn to collaborate and communicate effectively, which are essential components of a strong organizational culture. - Groups that learn together are better at solving problems and developing a deeper understanding of material, which can lead to more effective cultural practices. - Group learning promotes psychological well-being by fostering relationships and a sense of belonging, which are crucial for a positive culture. - It encourages the integration of diverse perspectives, leading to a more inclusive culture that respects and values different backgrounds and ideas. In essence, group learning is not just about acquiring knowledge; it’s about creating a shared experience that shapes the way people think, act, and interact with each other, thereby forming the foundation of a culture. It’s a dynamic process that helps groups evolve and adapt to new challenges, ensuring the culture remains relevant and effective over time. #culture #leadershipculture #culturetransformation #culturechange #leadership