How Going East Taught Business Success – Second-year students recount their GIE experiences

An international study tour to a business destination allows students to not only integrate their academic learnings and goals in a global context but also provides them a highly experiential and enriching exposure on global business practices and strategies, developing intercultural perspectives and understanding distinct regional business trends and networks. 

At FIIB, when we asked our second-year students to reflect on their recently concluded week-long study tour of Dubai under their GIE Program, they shared their varied and distinct experiences, challenges and learnings with us. Here is a glimpse of a few of them, reflecting a highly positive shift in their personalities, learnings and cross-cultural competencies. 

Vartika Gupta 

(on Global Networking)

During this tour, I got the chance of interacting with different people that included the locals, the professors of the universities and the professionals who work in various industry sectors. Meeting with so many different individuals who are doing extremely well in their respective roles made me realise what one can do with a global networking opportunity. While everyone else in the group was busy discussing the fun elements of the trip, I keenly grabbed this opportunity to develop amazing social skills and networks. For me, the university visits were the most enriching as they pushed me to make new connections outside my comfort zone and extended a network of references and contacts. 

“It was quite interesting to learn about the norms of acceptable social behaviour in different circumstances, extend a helping hand to people from different cultures and socio-economic backgrounds.”

Neha Tiwary

(on Enhanced Cross-Cultural Perspective)

This trip was not just a fun getaway instead it was one of the best platforms for me to learn and explore new cultures, environments and ways of living. My week long tour to UAE allowed me to think beyond a limited territory i.e. India, and in a way, convinced me that the rest of the world makes sense in terms of opportunities, lifestyle and day-to-day choices. It was very exciting to have international experience as it gave me an enhanced and new perspective to look at different things and inculcate them into my personality.

“I became more respectful and empathetic towards other cultures after having a thorough understanding of different social and economic issues in the UAE.”

Anivesha Rai 

(on Effective Learning)

The practical implementation of concepts is the most effective tool for learning. While learning in the classroom has provided me with a breadth of chances to apply my learnings in hypothetical situations, this trip, on the other hand, made me familiar with real-life scenarios. Even the heavily-loaded learning nuggets like ‘how an economy with hardly any resources can still develop so much’ and ‘how inter-cultural sensitivity can clarify stereotypes effectively’ was accompanied by fun and excitement.

“The practical implementation of concepts is the most effective tool for learning. This trip made me familiar with real-life scenarios.”

Rishi Motwani

(on Personal Development)

I was introduced to Global Immersion Experience (GIE) as a program designed primarily to provide students exposure to the challenges, risks and rewards of doing business internationally. And this visit has undoubtedly fostered in me a sense of  independence, critical thinking and communication skills that one needs to stand out from the crowd. I was able to break language barriers and learn to communicate across borders. The exchange of cultural values during the tour allowed me to discover a more accommodating personality side of myself. The travel experience made me more independent and established a new set of values (to follow) and priorities (to set) in life.

“This visit has undoubtedly fostered in me independence, critical thinking and communication skills that one needs to stand out from the crowd.”


Break Down Your Goals To Small Action Items

Why did you choose a career in HR? Describe your journey.

“My first week at FIIB had been tough and I had no idea how to interact with everyone. I was shy and introverted and at FIIB, you had to be proactive and participative. The best part is that if FIIB demands you to be proactive, it certainly gives you the means as well. During my orientation, I met another classmate who was an extrovert (who is now my fianceé!) with whom I was able to get over my hesitation to participate, once I identified my strengths, there was no looking back. I realized I was actually good at people skills. As I started interacting and immersing myself in various opportunities I became more confident in my skills. After my first term at FIIB, I was already in the top 10 in studies, and in the running for RK Shrivastava allrounder medal which I eventually won by the end of two years at FIIB. By choosing a specialization and in due course a career that challenges me, I grew both personally and professionally. 

What were your expectations from your career, did they differ from reality?

“During my MBA, I helped organize the annual HR conclave. With the guidance of Dr. Vidya Iyer, I helped identify the right speakers and invite them for the event. This networking opportunity helped me get a glimpse of the industry and how to make the right connections. It gave me a clearer idea of how HR is, what are the current trends, what do I need to learn to see myself growing in the domain. I’ve got selected in Udaan India through campus placements, my zeal to learn and networking skills helped to ascend the corporate ladder easily. Now I work as a Business strategist at Udaan and I play a crucial role in strategic HRM.”

“…FIIB gave me multiple opportunities to grow and succeed while its people are the reason I call it my second home”

What fond memories did your visit to FIIB awaken?

“Apart from all that I’ve gained in my career, I’ve also found another most important connection at FIIB – my life partner. I’ve come back with her to relive the times I’ve spent here, the times I was scared of public speaking and presentations to the times I’ve spent hours in the library to improve my skills, to the one proud moment of winning RK Shrivastava all-rounder medal. It’s a beautiful journey. FIIB gave me multiple opportunities to grow and succeed while its people are the reason I call it my second home. They are the reason, I have discovered myself and have countless happy memories to look back”

“FIIB will throw challenges at you, be willing and bold enough to accept and make the most of them!”

What advice would you offer to students who take #NoHypeMBA at FIIB?

“Be focused on Curriculum. Ready to do whatever the work has been assigned to you. Focus on end-term goals, and break them into small action items. That worked for me. Understand the industry expectations, if you want to climb the ladder. FIIB will throw challenges at you, be willing and bold enough to accept and make the most of them! Remember, the future you build is today in your hands.


Advancing The Practice of Management Through Knowledge Sharing

Be it educational sector or corporate world, almost every industry is dealing with a unique set of challenges, complexities and trends. While the spectrum of change in market dynamics is only getting broadened day-by-day, it is becoming a mandate for every organization to embrace continuous learning practices and bridge up the major skills gap within time. Maybe that’s the reason, every individual should take the driver’s seat in stretching their growth curve and create new curves.

In order to pace up with their vision of providing a forward-looking workplace culture, most organizations have already started breaking down the silos of employee reskilling/ advancements that keep knowledge, mindsets and creative thinking locked up within and between organizational walls.

Faculty, who play a major role in creating growth for students also need to upgrade their learning continuously so that they stay relevant to the changing education market dynamics. This thought is what drives the ‘train-the-trainer’ concept at FIIB. Today we bring to you the story of Dr. Miklesh Yadav, faculty at FIIB who is ensuring this philosophy of finding and moving up the next curve to drive and sustain growth and spreading it to the wider academician community. 

In a recent interview with him, it came out that he’s a passionate researcher and strives to share his knowledge with the world. He also talked about different ways in which organizations can set up their own effective training programs and ensure that their employees are getting ahead with the right skills. Let’s see what different activities, he as a faculty, is doing to make sure everyone keeps updating themselves without entertaining the fear of getting left behind in the knowledge game.

Motivating Train the Trainer Culture

Believing knowledge to be the most powerful tool, Dr. Miklesh took on the role of a trainer to pass on the notion of sharing his knowledge with the larger community – fellow professors, academicians, and researchers. Being a part of the faculty community, he strongly believes that Faculty Development Program (FDP) is more like a prerequisite for the Faculty to enable their students with all the updated skills that will help them move up the right career path. 

Any organization can embrace the flow of a successful executive development program by demonstrating two attitudes: 1) By encouraging their stakeholders to give employees the confidence that learning at the workplace is normal and, 2) By exhibiting a scenario of the importance of training to employees so that they can bring in the imperative learning mindset. Having these two attitudes within the core team of the organization is one of the key elements that differentiate successful development programs from the rest. In Dr. Miklesh’s words, “FIIB appreciates both the attitudes in its organizational culture which helped me grab the chance to organize an FDP every month on the latest analytical tools.” He has conducted 40+ workshop days till now ranging from cross-sectional data analysis in R studio to time series analysis in R studio. 

Creating a Legacy of Knowledge-base

Apart from researching, learning continuously and conducting Faculty Development Programs at FIIB, he also works actively towards making his knowledge free and accessible to everyone. To make most of his free time, he posts videos on the tools and techniques of research, analytics, and R studio on his YouTube channel. With a knowledge-bank of 77 videos on his channel, he sees YouTube as an effective knowledge-sharing platform for everyone who wants to re-skill themselves to stay relevant to the flow of updation. Currently, he has a follower base of 1.2k on his YouTube channel which he believes will reach out to many new learners in the future. 

In line with FIIB’s core vision, Dr. Miklesh has his own version to be an ardent proponent of the pull learning model that makes every individual feel driven to seek the right set of skills instead of feeling forced to attend training programs. Evidently, all the FDPs conducted till now by Dr. Miklesh are super hit with the participants from various reputed Institutes as they love the hands-on and practical learning approach he imparts.


Design Thinking Bootcamp – Solve your most wicked problems with simple solutions

Whether you are a manager in a multinational organization or an entrepreneur, whether you are in a government role or a professor in a university, everyone’s challenges at work have become complex today. You are expected to innovate and get lean with your solutions – do better with less and that is where Design Thinking comes in. 

Design Thinking at its core is a human-centred approach to innovation and problem solving using creative, systematic, and collaborative means. Now some might view Design Thinking as just another fad that has evolved over this decade, but Design Thinking has successfully helped large organizations like IBM and NASA to solve some of their biggest problems. Not just big companies, design thinking, at every level in every kind of organization provides the tools one needs to become an innovative thinker and uncover creative opportunities that are there but are not apparently seen yet. 

One of the first questions that comes to mind is what kind of problems does Design Thinking solve? Design thinking is best suited where multiple lines intersect – business and society, logic and emotion, creative and rational, human needs and financial demands, and technology and human beings. Largely,  Design thinking can help you innovate for problems affecting diverse groups of people, scenarios involving multidisciplinary teams, redefining corporate culture, reinventing business models, coping with rapid market changes, shifting markets and behaviours, problems that data can’t solve, entrepreneurial initiatives, complex unsolved societal problems, issues related to new technology, educational advances etc. Organizations of today face these wicked problems at all levels, which is why training the employees in the process of Design Thinking becomes a key factor to tackling such problems. 

Design Thinking Framework:

Though there are literally dozens of methods and tools for design thinking, but almost all of them involve two critical phases – identifying the problem and solving the problem. In practice, most organizations concentrate on the solution part more. Human beings are naturally creative and will come up with new ideas when presented with a problem, however, the originality and the potential of the idea might not be up to the mark. That is why one of the most powerful features of Design Thinking Bootcamp at FIIB is emphasis on identifying the right problems and then finding human-centric solutions to them. With a fusion of theory and practice for maximum takeaways, FIIB’s Harvard certified experts also tailor-make the duration and delivery of this workshop according to an  organization’s needs. 

What’s unique about FIIB’s Design Thinking Bootcamp:

FIIB’s Design Thinking Bootcamp uses hands-on and stimulating teaching methods like case studies, team games, brainstorming, simulations, role-plays, group analyses, and prototyping so that they retain the insights better. During the workshop, the participants learn to build an empathetic understanding of the people and problems involved, identify, analyze, and define the messy problems better, ideate, and make those ideas sticky, and build prototypes for solutions. 

In the words of Rahul, a participant from FIIB’s recent Design Thinking Bootcamp,  “Design Thinking Bootcamp improved the way we look at a problem. Most of the issues we identified during our bootcamp were within the teams and the organization. It taught us that If internal problems could be resolved, we will be better prepared for delivering better customer experience” 

See the video of FIIB’s latest Design Thinking Bootcamp

“We were asked to bring a 6year old mindset to the table on the first day, there were sticky notes, colours, markers, glitter, and many interesting items ready for us, I thought I stumbled into the wrong workshop. As we started the training, I have never quite attended such a workshop. Every part of the training was hands-on, we were encouraged to be creative, vocal, and think about all kinds of (even crazy!) ideas to the newly redefined problems. At the end of it, I couldn’t believe our messy problems at work had such simple solutions” said Vijay Verma from a fast-paced IT company, FIIB organized the workshop for. 

That’s what Design Thinking is about. It makes you uncover new opportunities in scenarios you couldn’t before. It helps you empathize and innovate, most importantly, helps you find feasible and lean solutions. It goes without saying that the 21st-century workplaces have such complex interdependencies within, due to which Design Thinking is one of the most efficient ways to arrive at a solution to wicked problems that arise because of such dependencies.  
As Design Thinking is an iterative process, organizations must adopt it as a way of being and performing to improve the efficiency of its processes. It’s also important to test the prototypes and evaluate if the problem is solved within a set time frame and go back to the drawing board in case it didn’t. Refresher programs or workshops can also act as catalysts in driving this organizational change. The best part about Design Thinking is that however complex the problem maybe, you’ll find simple solutions to them. What messy problems do you face at work? Tell us at and we could help you solve them!


AI and The Future of Work – Solving The Man-Machine Conundrum

As the conventional workplace is experiencing a major transformation and new-gen employees demand more autonomy and meaning from the work they do, it is becoming increasingly important for business leaders to embrace modern workplace etiquettes and skills that will help them to run forward-looking businesses in today’s age of AI and automation. 

With the intention to better understand the impact of emerging AI technologies that are intuitive, powerful and aligned to the future needs of the workplace, we asked five pertinent questions to the experts from the corporate world in the recently-held HR Conclave at FIIB – answers to which are highly relevant to everyone in today’s workforce. Let’s see what’s their outlook on AI and The Future of Work!

1. Is technology really an enabler or is it taking away the intimacy of human touch or interactions in the management of a company’s key resource – its people?

Change is the only constant – This is said to be the key to living a happy and fulfilled life. In the same manner, evolution is the basic threat to life but it can be turned into an opportunity if we humans accept it as a fundamental feature of a successful life. The industry is moving towards smarter solutions i.e. Artificial Intelligence and the masses who don’t evolve with it won’t survive in the long-run. AI as a technology is indeed an enabler to designing, developing and deploying better solutions at the workplace.  

Don’t bear AI, just accept it and evolve in it accordingly. If you don’t evolve, then you will evaporate,” said Mr. Vikram Malik.

2. Technology induced systems bring with them problems that need solutions. While big companies have the muscle to overcome these, how do the middle and small-sized companies solve these, thus effectively leveraging technology for people solutions?

It is not hidden from anyone that the organizations nowadays are heavily investing in technology-based and cloud-based HR solutions resulting in advancements of techniques. Be it huge enterprises or startup companies, the organizational operations and processes related to HR such as induction, training and performance management are being automated and driven by technology, making AI to be an added advantage for the smooth and profitable management of workforce. 

We are the mind and working capital behind the evolving technology which brings better utilization in the industry. Let’s accept all the changes with open hands,” said Ms. Devosmita Pal.

3. New patterns of jobs have come up, and many of these are enabled by technology, for instance, work-from-home, job share, part-time employment, or the contract worker (like the quintessential Uber driver). Given the changed contract between the employer and the employee, how do companies engage employees?

There are no second thoughts in the fact that modern-technological applications are extending the capabilities of HRs and thus allowing organizations to tackle the changed work contracts. Organizations today must focus on building future-looking talent management practices instead of fearing the revamped technology within HR processes. The only group who can take human touch away from humans are humans and there is no way technology can do it. Accepting the presence of AI and imparting the future required skills are some effective ways of handling this workplace alignment. 

The more you practise it, the more you talk about it and the more you get equipped with it, there’s no way that technology can take the human touch away from humans,” said Mr. Deepnarayan Tripathi

4. How do you connect hard-to-measure, volatile and amorphous aspects like People Data to Business Strategy? 

In today’s age of automation, organizations biggest asset is their people and to lead better in the fast-changing business world, they must know how to match and connect emotions, culture and behaviours with the data. Aligning culture to business strategy is one best way to drive better organizational results. We are approaching what may be called the “Fourth Industrial Revolution” which has agility, automation, intelligence and cloud as technology pillars. Making better connections around behaviours, embracing the power of storytelling, and defining brand traditions and culture are some ways that can help a company connect the hard-to-measure people data to business strategies.

The machine is going to take over but not the empathy part but the connect part,” said Mr. Atish Bhattacharya.

5. With the disruption in technology now becoming a norm than an exception, what are the expectations of workplaces from the millennials?

The rising role of technology within HR processes has unwittingly reshaped the future of many workers. In some profiles, they’re asked to leave the job directly whereas in some others the process goes more subtly. But that’s just one side of the coin. While the officially largest generation in the workforce aka millennials expect a positive workplace culture, well-being programs and flexibility in terms of location and time, the organizations, on the other hand, expect their employees to impart the corporate training and convert their learnings into a profitable, growth-oriented ladder that fulfils their aspirations in a mutually beneficial manner. On a higher note, workforces also want millennials to think traditionally (in some cases) and make their realignment willingly in terms of training, work-life balance, social & financial responsibilities and managing accountabilities when they plan to switch. 
“There is nothing that we can’t learn as a human that machines can, we are also enabled to learn by those machines,” said Ms. Charu Sharma.


This Diwali, Let’s Pledge to Brighten The Lives of Others As a Social Responsibility

Diwali is not only a day-long celebration; it is beyond that. This is what our students are proving to the wider community by putting their knowledge and skills to light the lives of less fortunate. Meet some of our Socially-responsible students who are spreading happiness and contributing to hopes of many in the name of Social Internship Program.

Aakash Mathews – Literacy India

Aakash keenly believes that educating the underprivileged women and children is the most powerful way to contribute to India’s socio-economic growth. This is why he instantly grabbed the opportunity of doing his social internship at Literacy India Organisation.

He utilized the marketing lessons taught during lectures to sell handicrafts made by unemployed & underprivileged women artisans. The money he raised through the selling process not only helped their children with education but also fulfilled them with happiness and provided a livelihood. During his time at the NGO, he also organized various fun-learning activities like Quiz, Academic-oriented Games and Talent Showcase Challenge for children. 

Shirly Rex – Akshaya Patra Foundation

Shirly counts the absence of meal as one of the biggest social challenges that India is dealing with right now. While it is the right of every human to have a proper meal at least thrice a day, there are many unfortunate ones who are unable to feed themselves with a one-time nutritional meal. 

During her social internship time at Akshaya Patra Foundation, Shirly actively raised funds for those set of school-age children who are not eating the right meal. By fundraising for the mid-day meal scheme, she engaged herself in the initiative of making people live healthier. According to her, “feeding those children with a decent amount of meal is equivalent to celebrating the festival of lights.” 

Bhavya Kalra – Agewell Foundation

Bhavya sees the welfare and empowerment of older persons as a responsibility of each young citizen. To bring a smile to the faces of this set of people, who think no one has enough time to spend with them, is a victory in itself. 

Apart from spending time with lots of senior citizens of our nation, Bhavya helped her fellow intern-mates in packing the donation boxes according to the need of each old-age member. She also planned a lot of entertaining games and conducted a storytelling session that literally made every old-age home member happy. “Watching older people unboxing the donation boxes is a feel of Diwali that you can celebrate each day,” she says. 

Ayushi Aggarwal – Friends n Smile

When the social internship opportunity came her way, Ayushi not only ignited the lamp of knowledge for many underprivileged children but also passed on the skills she carried to further train the NGO community for a good cause. 

She aimed to create educational and skill development opportunities for underprivileged children. To fulfil her motto, she brought her interpersonal and communication skills into action and raised funds from schools and other potential enterprises. Along with this main activity, she also taught basic English to the kids which will help them lead their lives more confidently.


Sound mind in a sound body – Balanced Student of today becomes a balanced employee of tomorrow

Today’s rapidly evolving workplaces demand managers who are dynamic, flexible, and quick to assess the problems and make complex decisions. Job roles today require a high level of analytical skills, thinking out of the box, and maintaining a calm demeanour even in the face of adversity. That means, one needs to continuously learn while also focussing on having a sound mind in a sound body. It simply means that people who can strike a balance between being physically and mentally fit and are able to thrive in the rapidly evolving corporate environment. 

However, achieving this balance may not be as simple as it sounds. In fact, a recent study from the World Health Organization states that anxiety and depression costs the global economy 1 trillion USD each year in lost productivity at workplaces. So, while organizations are becoming more aware and creating happy workplaces to promote employee health, higher education institutions also need to step up in cultivating a culture of balance between body, mind, and soul. 

At FIIB, we lay a lot of emphasis on maintaining a three-way equilibrium of physical, mental, and emotional wellbeing of our students so that they become balanced individuals. Apart from nurturing a happy MBA culture in academics and extracurriculars, FIIB is also home to some unique initiatives taken for its students and employees making it a happy place to study and work at.

Employees who are balanced mentally and physically tend to be more productive at work, not just that, their retention rates are higher compared to those who struggle at this balance. That’s why when we recruit talent, we tend to look for students who have high EQ and demonstrate a physical and mental equilibrium – says Deloitte, one of our recruiting partners.

Starting the day off right with a healthy meal is a major contributor to being fit and we ensure that our students, faculty and staff stay charged through the day with refreshments to-go offering healthy fruit, tea, and cookie options. These energy-boosting snacks provide them with enough stamina to power through the day. It’s open to the entire FIIB community so that if anyone misses on breakfast in the morning rush, they still get to a nutritional meal before they get into their daily grind. 

Working out is a great stress buster in addition to keeping oneself fit. FIIB has started off this culture of staying fit by offering gym services to its entire community with an expert trainer to guide them for diet and exercise planning. FIIB racers use saddle gym to train hard and become their better versions physically too! 

Being at a juncture where they face difficult choices every day, students might often feel stressed or anxious. It is okay to feel overwhelmed or stressed, but it is not okay to be not able to talk to someone about it. FIIB has signed up and provides access to a 24X7 confidential counselling services platform for everyone at FIIB so that whenever someone feels stressed, depressed, or demotivated they have the option of talking to a therapist just on a click. People at FIIB can avail this service by signing up from their FIIB email ids and consult a counsellor via chat, audio call, or video call.

Many studies suggest that music can uplift the mood and improve the focus while studying or working. So what’s better than having a music station in one’s work and play area? Students get to change the playlists and beats according to what they’re doing while they are spending time at student lounge and game rooms. It seems a simple thing but does wonders for someone who’s having a hard day.

Sports and games play a big role in being physically and mentally happy. Moving around and playing releases happy chemicals in the brain. Game rooms are also the places where friendships grow stronger over competitions and laughter.

In addition to these initiatives, at FIIB there are also other regular workshops like Zumba, Yoga, Calligraphy,  etc. for everyone to find some time in the busy schedule that double up as hobby builders and stressbusters. Spaces at FIIB have been revamped to give a more collaborative and co-working look and feel to bolster creativity. The cafe, seating areas, courtyard spaces etc are not just for students to hang out but also to make meaningful connections with the entire FIIB community.

By consciously making efforts to help students find and maintain physical, mental, and emotional stability, FIIB is creating balanced leader-managers of tomorrow who will be ready for the volatile, uncertain, complex, and ambiguous challenges of the 21st-century world of work. 

Want to see students of FIIB in action? Contact to interact with our students.


Add value to your most valuable asset – Your people

If you could do one thing that increases your employee productivity by 200%, would you do it? Of course, you would. But you’d wonder whether it is possible to bring that kind of an impact to an organization, right? What if we tell you, it is. According to the Huffington Post, companies that focus on employee training enjoy a 24% higher profit margin versus companies who don’t. If you’ve got it now, you should realize that your employees are the most valuable asset for your organization and the best way to take your business to the next level is to train them to be more efficient in what they do, ergo invest in Executive Development Programs (EDPs).

Executive Development Programs focus on improving many aspects of business management and leadership skills. These help professionals enhance their old functional and soft skills and learn the latest skills needed to be more efficient in their work. Every individual needs to become 3-5% more efficient at what they do every year as that is the amount of increase in the cost of doing business every year according to Peter Drucker. That doesn’t mean the employees need to do more work, it just means they need to do it better. All of this information definitely says that it’s important for organizations to invest in EDPs. Now, if there are a lot of questions popping in your head about how you could leverage EDPs, let’s dive in to tackle some of them one by one.

What kind of Executive Development Programs Should I Invest In?

Organizations choose EDPs to address some of their wicked problems and these problems could be as diverse as the organizations themselves. While it completely depends on the type of organization and competence they have within, some of the skills that employees/managers need to be trained on are universal. The more established EDPs designed to increase the efficiency of sales, negotiation tactics, design thinking, training for emerging leaders, conflict resolution work well to skill up employees. On the other hand, the more topical EDPs such as mindfulness, work-life balance, workplace gender sensitization etc., add a much-needed edge to your managers to work well in the 21st-century world of work. At FIIB, we offer EDPs on a diverse set of topics ranging from Design Thinking to People Management to Functional Training. In addition, you can also customize the training programs according to your requirements.

💡Tip: To select the right EDP for your organization, perform a detailed analysis of the problems you want to solve, draw a wish list of skills needed to solve the problems and of the competence available within the organization. The gap in the two lists will bring out the skills you’d need your employees to be trained on.

What happens if my employees leave after I spend money to train them?

Well, what if you don’t and they stay? You don’t want your employees to be under-qualified or undertrained. It’s actually your people, who create and retain customers for your business. It’s important that they are trained well, they are working up to their potential, and are up to date with the trends of your industry. Training your employees is expensive, and it might seem scary if they leave after you spend your time and money but a lot of studies suggest that employees who undergo at least one Executive Development Program every year are the most engaged and are least likely to switch. 

💡Tip: Include your employees in the conversations, understand their perspective on the problems better, and tell them about your plans for them, especially about their development and growth. 

How do I choose my EDP training partner?

Choosing the right organization to partner with is as important as the topic of training itself. There are two things you need to keep in mind while making this decision. One, The expertise, experience, and background of the trainers and two, the background and trustworthiness of the training organization. The trainers’ background is important as your employees will be able to leverage their experience to become efficient while the trustworthiness of the partner organization is important as you want a partner who goes to lengths to give you the right solutions. 

It’s essential that you choose an organization that invests the same interest in your employee development as much as you do. 

💡Tip: You assess their worthiness during your conversations with training partners, try to find the one which promises to not just deliver the program but also help you drive growth in your organization. 

What are some things you should keep in mind while considering EDPs?

Some things you need to keep in mind are that while EDPs add value to the way your employees think and perform, you need to build a culture of continuous learning in your organization to reap the benefits of the programs. If you are training your employees in a new skill, plan for refresher programs after a while to ensure that they continue to apply the skill. Encourage them to highlight problems, and better yet with suggested solutions to you so that you understand where they need help. Keep pace with the industry’s trends and make sure you match pace if not stay a step ahead. 

💡Tip: Have a training and development calendar for your organization and plan for continuous development of your employees. This ensures your employees are well trained, engaged, and geared to drive growth in your organization. 

Ultimately, it is important to understand that when your employees grow, your organization grows. If you want to know more about Executive Development Programs or want to assess what training your employees need, write to us on


My Journey of Unleashing the Extraordinary Potential Through Campus Connect Program

Juhi Chakravertty, 2020 student of MBA-Marketing, FIIB

Pursue your purpose and life becomes filled with the right direction and meaning”, I’ve learned this one significant lesson in my life and it helped me in almost every phase of my life. Be it the time when I decided to pursue an MBA over my passion for travelling or the moment when I found myself enjoying another passion of helping the less fortunate in the name of Social Development Programs, I have literally re-lived this one lesson time and again. 

Going through my MBA program at FIIB, I have understood the exact meaning of self-growth on a day-to-day basis. The variety of opportunities that this B-school has given me, I have been able to bring substantial development in my leadership skills, emotional intelligence, and cultural awareness. The best part of pursuing an MBA at FIIB is that they teach students not to be just business-relevant but also to be socially relevant. 

After completing my Social Internship Program at FIIB, I was quite impressed by the thought that one could both relate to one’s life’s purpose with passion and also stay motivated and inspired to build a respectful career. As a young millennial and an aspiring manager of today, I felt it’s important for me to contribute my bit in making the world a better place and have started finding and creating opportunities to do so. I’ve volunteered and worked with a lot of NGOs, out of which I learned a lot during my association with Socio story. Socio story is a platform that provides voice and platforms to stories and ideas that make a social impact in order to achieve the 17 Sustainable Development Goals set by the United Nations.

I always wanted to achieve a meaningful direction in my life and sense of satisfaction in whatever work I’m associated with. That’s why it feels great when I received the award to unleash the extraordinary potential for my work done in order to make a difference in our society. I would not have achieved this milestone in my career if it was not my call to pursue an MBA in the first place. At that time, I had no idea how much my life was going to change for the better, fill the void of my lost passion and leave an impact on this generation. 

As the saying goes, “no student can climb up the ladder of success if it’s not the mentors who build the rung rightly.” I too have some people to give credit to in my achievements; I couldn’t have done this without such supportive parents, mentors, and teachers in my life. I would like to thank Dr. Nimit Gupta (PGP Chair At FIIB) and Mr. Manoj Pachauri (Founder of Socio Story) who mentored me on a day to day basis, which helped me in both my personal and professional development. They helped me to hone my abilities and skills as well as prepared me for new opportunities. Under their guidance, I’ve learned that mentoring is important in life as it facilitates potential in a being and provides practical advice, encouragement, and support. 

At last, I would like to say that this is the start of my career and I would like to achieve more, but at the same time would also like to keep alive the generosity that I’ve been able to carry within me so far. 


Juhi is the recipient of the “Campus Connect-REX Karmaveer Global Young Leaders Fellowship & Karmaveer Chakra Awards 2019” instituted by iCONGO in partnership with the United Nations.


4 Employee Engagement Aspects To Look Out For

Human Resources is and will continue to be the most important function of any organization. While all other assets of an organization are replaceable, Human Resources add to the sustainable competitive advantage of the organization. To keep such valuable assets engaged, it’s important for both senior management and young HR managers to understand the issues that impact their engagement, not just that also plan to adapt to some of them to best motivate their employees. 

2019 is almost over and the world of work is now gearing up for another year. In 2020, HR will no longer be just plain human resources. Instead, our experts say that there are a few employee engagement aspects that the HR managers need to look out to surely make 2020 a year of HR Tech. Intrigued? Let’s get right into them. 

1. From tech-enabled to AI-enabled

It isn’t an exaggeration if we say, AI has crept into almost every aspect of the touchpoints in our lives. Similarly, AI is going to dominate a lot of the interactions at work as well, that’s why we think in the coming year, chatbots will provide a human-like interface that will balance between Tech & Touch and offer a more dynamic as well as convenient support to expected employees. 

2. Workplace Loneliness

We spend half of our awake time at work, therefore it becomes a necessity to have sustainable working relationships and collegial friendships at work. For the first time, the world will have 4 generations, multiple genders and races and differently-abled employees in the workforce. With such diversity at workplace, HR will need to drive inclusive mindsets and leadership ability in order to enable this shift.

3. Office Culture and Environment

Happy workplaces bring out the best of its people. Also, most of the times, a key retention factor for employees is the workplace environment and office culture. This is why HR managers need to collaborate with CEO and managerial authorities to articulate and drive the culture change that will ensure the relevance of focus, strategy, and capability across the organization.

4. Parental Leaves

Millennials are becoming parents and nothing’s more important to them than a good work-life balance. Their life outside work is as important as living in the workplace. Good organizations are trying their best to help them achieve that. By implementing leave policies allowing the employers to attend to their parental duties as well as spend time with their kids, organizations are moving towards building empathetic and These new-age employees look for jobs that can help them achieve that. 

To keep yourself updated about the latest trends of employee engagement, look out for the updates of HR conclave at FIIB.

Older posts «