Business Review

Leadership can play an important role in developing a psychological connection between leaders and their followers. A psychological connection refers to a bond between individuals that is built on shared experiences, trust, and mutual understanding. It is a key component of effective leadership because it fosters a sense of belonging and commitment among followers, which can improve their motivation and performance. One of the primary functions of leadership in developing a psychological connection is creating a shared vision or purpose. Leaders who can articulate a compelling vision or mission statement that resonates with their followers can inspire them to work towards a common goal. By communicating a clear sense of purpose and direction, leaders can create a sense of unity and alignment among their team. Another important function of leadership in developing a psychological connection is building trust. Trust is a fundamental component of any relationship, and it is especially i

Parents play a critical role in the foundation of their children's lives. They are the first and most important teachers, mentors, and role models for their children. From infancy, children look to their parents for love, guidance, and support. The way parents interact with their children during the early years has a significant impact on their child's social, emotional, and cognitive development. One of the most important roles that parents play in their children's lives is providing a safe and nurturing environment. Children need to feel secure and loved in order to thrive. Parents can create a safe environment by providing a stable home, setting clear boundaries, and providing emotional support. When children feel safe, they are better able to explore the world around them and develop their skills and abilities. Another critical role that parents play is providing guidance and support for their children's physical, emotional, and cognitive development. Parent

The role of a wife has evolved significantly over time, and the definition of a "good wife" has changed with it. In traditional patriarchal societies, a good wife was expected to be obedient, subservient, and take care of the household and children. However, in modern times, a good wife is someone who is a partner, equal, and supportive of her husband. A good wife in the modern sense is someone who is a partner to her husband. She shares responsibilities and decision-making power with her husband, rather than being subservient. In today's society, a successful marriage requires the two partners to work together, and a good wife plays an important role in this process. She works towards common goals with her husband, and together they create a happy and healthy home environment for themselves and their family. Being equal partners also means that a good wife takes an active interest in her husband's life and interests. She supports him emotionally and encourages him to

My personal opinion is that a trainer should be   strong in practicing empathy and problem solving skills so that they can identify and understand the 'actual problem that's there' and have a 'solution that's relevant to the participants and their reality'. This has always dictated my homework/preparation and content development process and has helped me create engagement during the sessions too even when my public speaking skills are 'just average' and I've seen more certified trainers and excellent public speakers struggling with engagement or/and staying relevant.  Companies mostly don't invest much in post training anchoring of   behavior change that in my opinion impacts the long term results. And without that I personally believe that no training can bring a behavior change in the long term.  There's an excellent book called 'know can do' on this that I would say all trainers must read.

There is one thing that we practiced a lot in this course is called 'sensory acuity'. Being able to notice that has helped me become aware (or conscious) of how and what my participants are going through during an activity or in general. So this has helped me in bringing up relevant and on point questions during debriefing sessions. Also, you get to understand the language pattern of your participants. I've done one training assignment after that and there is an interesting observation that there was a dominant language pattern among participants and it highly reflected their culture. Being aware of that and trying to 'mirror and match' that has helped me develop an amazing rapport with them.

- Absence Rate: [(Number of days absent in month) ÷ (Average number of employees during mo.) × (number of workdays)] × 100 - Cost per Hire: (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) ÷ Number of Hires - Health Care Costs per Employee: Total cost of health care ÷ Total Employees - HR Expense Factor: HR expense ÷ Total operating expense - Human Capital ROI: Revenue − (Operating Expense − [Compensation cost + Benefit cost]) ÷ (Compensation cost + Benefit cost) - Human Capital Value Added: Revenue − (Operating Expense − ([Compensation cost + Benefit Cost]) ÷ Total Number of FTE -Revenue Factor: Revenue ÷ Total Number of FTE -Time to fill: Total days elapsed to fill requisitions ÷ Number hired -Training Investment Factor: Total training cost ÷ Headcount -Turnover Costs: Cost to terminate + Cost per hire + Vacancy Cost + Learning curve loss -Turnover Rate: [N