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Are there unwritten/implicit rules at workplaces, something which is never laid out but supposed to be followed or told to comply with only later?

CDSA. I like acronyms because I can't remember much of the stuff I come up with. Acronyms have been a memory hack for me.

Can you recall incidents of 'breakthroughs' or a few moments of 'great insights' or, let's say, 'inspirations' that influenced you to change the course of your life?

When do you feel free at work?

The paradox of how employers constantly discount their employees dreaming about their imaginary perfect employee working elsewhere.

The proportion of meaningfully engaged senior executives seems to be one of the common business challenges for organizations of all sizes.

We all frown upon people who lie to us at work; we call it integrity and, in many cases, like to shun such colleagues first time or on repeated lies.

Why and when do we become a spectator in our team meetings from being an active player?

Has Ajinkya Rahane reemphasized humility as a key virtue for Leadership or we are getting carried away by the historical win?

Invest in relationships, enterprise, behaviour, effort and learning. In short, be a Rebel!

Our repeated hiring patterns are just like the definition of insanity? Doing the same thing over and over again but expecting different results?

Do you admire people's way of writing or their ability to connect to you or inspired by their writing discipline?

“Falsehood ceases to be a falsehood when it is understood on all hands that the truth is not expected to be spoken”- British statesman, Henry Taylor.

In the workplace, we refuse to acknowledge the positive impact of expectations. let us admit the fact that anxiety and audience bring out the best in some of us at work.

Ever budgeted for your competitors' reaction when you pinch their talent? Does your opposite number buy you coffee or sent a legal notice? I got variants of both...

Can freelancing ever become mainstream for talent and enterprises?

Are corporates adequately geared up to be back at the office or making a hash of it?

We all use some managerial hacks to bring out the best in people in our team, depending on how motivated or frustrated we are about our teams!

Recruiters measure many things like time to hire, quality of hire, cost per hire, not to mention the number of hires. Among these various metrics, is Interview Wait Time (IWT) a metric worth measuring?

How do you judge colleagues? Would it be based on? Is it their recent performance/behaviors or their strengths based on which they got hired/stayed/promoted...

They say timing is everything and so is the context, Is it time to examine the employer vs. employee equation once again?